HR

• Training

  The action of teaching a person a particular skill or type of behaviour. Organised activity aimed at imparting information to improve the recipient's performance or to help him or her attain a required level of knowledge or skill.
• Purpose of Training

  To give employees the skills needed to perform their job, to give employees confidence to carry out different tasks to the best possible standard
• Reasons for Training

  • Increase productivity
  • Reduce employee turnover
  • Decrease need for supervision
  • Increase ability to incorporate new technologies/duties
  • Increase safety to decrease work-related injury/illness
  • Maintain employee credentials/certifications
  • Increase job satisfaction and morale among employees
  • Increase innovation
  • Enhance company image
• Induction Training


  Training given to new employees including an introduction to colleagues, a tour of the business, and health and safety procedures
• Benefits of Induction Training

  • Helps staff settle in quicker, more able to start working on their first day, they know where things are and who people are when they start which means they feel more confident
• On-the-job training


  1. Demonstration/instruction - showing the trainee how to do the job

  2. Coaching - a more intensive method of training that involves a close working relationship between an experienced employee and the trainee

  3. Job rotation - where the trainee is given several jobs in succession, to gain experience of a wide range of activities

  4. Projects - employees join a project team which gives them exposure to other parts of the business and allow them to take part in new activities
• Advantages of On-the-Job Training

  • Cost-effective, productive whilst training, training alongside real colleagues, learning the way the business does it
• Disadvantages of On-the-Job Training

  • Quality depends on ability of trainer, bad habits might be passed on, learning environment may be distracting
• Off-the-job training


  1. Day release (employee takes time off work to attend a local college or training centre)

  2. Distance learning/evening classes

  3. Block release courses - which may involve several weeks at a local college

  4. Sponsored courses in higher education

  5. Self-study, computer-based training (VLE)
• Advantages of Off-the-Job Training

  • A wider range of skills or qualifications can be obtained, can learn from specialists, employees can be more confident when doing job
• Disadvantages of Off-the-Job Training

  • More expensive, lost working time, employees now have new skills/qualifications and may leave for better jobs
• Methods of Training

  • Demonstration/Instruction
  • Peer/Buddy
  • Mentoring/Coach
  • Presentation/Lecture
  • Reading/Research (Study Days)
  • College
  • Training Centre
  • Virtual Learning Environment
• Virtual Learning Environment (VLE)


  An online system that allows user to access learning materials and takes the user through each step as well as assesses them in order to achieve a qualification or complete a training course
• Advantages of VLE

  • Allows employees to access training materials from any location with internet access, employees can work at their own-pace, employees can schedule training around their work-life and personal life
• Disadvantages of VLE

  • Employees must be self-motivated to complete the course, may feel isolated, loss of personal touch as there is no one-on-one interaction, employees need to be competent with ICT to manage the software and materials
• Financial Incentives

  • Salary
  • Time Rate
  • Overtime
  • Piece Rate
  • Bonus
  • Commission
• Bonus


  A financial incentive that is paid in addition to a basic salary, often based on performance
• Commission


  A financial incentive that is paid based on the amount of sales made
• Overtime


  Additional pay for hours worked beyond the normal working hours
• Piece-rate


  Wages are calculated based on the number of units produced, rather than the number of hours worked
• Time-rate


  Wages are calculated based on the number of hours worked, rather than the number of units produced
• Non-financial Incentives

  • Flexible working practices
  • Taking on extra responsibility and promotion opportunities
  • Praising a job done well
  • Encouraging team-working
  • Involving staff in decision making
  • Perks – pensions, car etc
• Flexible Working Practices

  Options such as part time working, temporary contracts, homeworking, teleworking, flexitime, job share
• Benefits of Flexible Working Practices to the Employer

  • Employees happier and more productive, improved staff attendance, reduced staff turnover, easier to attract potential employees, space and money may be saved on desks and other facilities
• Benefits of Flexible Working Practices to the Employee

  • Easier to juggle personal commitments, start and finish times can often be chosen, travelling time/costs/stress may be reduced, improved happiness and productivity at work
• Methods of motivating employees


  • Opportunities
  • Praising a job done well
  • Encouraging team-working
  • Involving staff in decision making
  • Perks – pensions, car etc
• Flexible Working Practices


  Options for employees to not work the traditional Monday-Friday, 9-5 e.g. part time working, temporary contracts, homeworking, teleworking, flexitime, job share
• Flexible Working Practices

  • Part time working
  • Temporary contracts
  • Homeworking (using technology to keep in touch)
  • Teleworking (working away from the office using technology to keep in touch)
  • Flexitime
  • Job Share
• Benefits of Flexible Working Practices to Employer

  • Employees happier and more productive
  • Improved staff attendance
  • Reduced staff turnover
  • Easier to attract potential employees
  • Space and money may be saved on desks and other facilities
• Benefits of Flexible Working Practices to Employee

  • Easier to juggle personal commitments
  • Start and finish times can often be chosen
  • Travelling time/costs/stress may be reduced
  • Improved happiness and productivity at work
• Explain benefits of having a motivated workforce for the employee and the employer.
• Describe methods of Industrial Action that could be taken by employees unhappy about an employers decision not to award pay rises.
• Legislation


  Laws determined by the Government that set out different rules and procedures that people and organisations have to follow
• Employee Legislation

  • The Health & Safety at Work Act
  • The National Minimum Wage Regulations
  • The National Living Wage Regulations
  • The Equality Act
• National Minimum Wage Regulations

  States the minimum wage rates that must be paid to employees depending on their age
• Employer responsibilities under Health & Safety at Work Act

  • Provide health & safety training
  • Provide safety clothing and equipment where required
  • Provide toilets and clean drinking water
• Employee responsibilities under Health & Safety at Work Act

  • Co-operate and take part in training
  • Report any hazards or accidents
  • Take care of themselves and others
• Ethical Treatment of Employees

  Doing more than just complying with legislation, it is about doing what is morally right as well, covering issues like child labour, working conditions, contracts, and following these issues through the supply chain
• Online recruitment

  The use of the internet to attract candidates and aid the recruitment process, usually through the company website, job sites, social media or search engine marketing
• Advantages of Online Recruitment

  • Cost effective
  • Quick to post and fill the vacancy
  • Gives you a better chance of success - more exposure - 24/7
  • Gives you a bigger audience - worldwide
  • Is easy - most sites are user friendly