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3.2.1 Methods of Staff Development and Monitoring

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Staff development is the idea of helping staff to reach their full potential and to be the best they can be. Staff development is the long-term Aim of guiding staff with new qualifications, experience and training.

Staff monitoring is the idea of checking staff are doing what they are supposed to such as checking they are meeting sales targets.

Internal Training

Internal training is the process of upskilling or education employees using the resources of the business, such as its own employees.

Advantages

  • Often cheaper than external training as can be done in house
  • Employees are at ease as trainers are their colleagues
  • Can be more specific to the needs of the business and tailored to how the business operates
  • Increased flexibility as can be arranged informally

Disadvantages

  • Time Cost of planning and delivering training
  • Higher change of interuptions or staff being called to do other jobs
  • Quality of training may be poor
  • Workers may have bad habbits and pass these on

External Training

External training is the process of upskilling or education employees using the resources of another company and this is done externally by another business.

Advantages

  • High quality and high efficiency training
  • delivered by specialists in the field
  • No time cost for staff planning and delivering in the organisation
  • Less chance of interuptions

Disadvantages

  • Staff may be off site for the day
  • High cost of external training
  • Training not specific to the busienss
  • Decreased flexibility as has to be booked with training company in advance

Induction

Induction is the training that happens at the beginning of an employees employment. It is their introduction to their duties and responsibilities and also the company processes, policies and procedures, layout of the sites and meet their new colleagues.

Advantages

  • Employees will knowwhat is expected from them,e.g. duties and other responsibilities
  • Employees are taught the policies and procedures, such as health and sagfdety or fire procedure
  • Employees get to know the organisationalstructure and who they work with

Disadvantages

  • Timeis taken out of the trainee and trainersday
  • Worker couldbe learning on the job and as they go
  • Workerscould be overloadedwith knowledge too quickly at the beginning

Staff Appraisals

A staff appraisal is a regular meeting between a worker and their line manager in which their progress is reviewed.

Staff appraisals are usually free for the busienss and conducted internally by the line manager, however there will be a timecost for the employee and the worker. Staff appraisals can eb very effexctive as they hold the employee to accoubnt for their performance and are often linkes to Performance related pay or bonusesfor meeting targets (e.g. meeting 100 sales a month).

Promotion

Promotion is the process of an employee moving higher up the hierarchy in the organizational structure, they take on more authority usually in return for higher pay. Promotions can be very effective as it can lead to employees working harder to move upthe hierrchy and earn more pay. However, workers that do not recieve a promotion could feel overlooked and become demotivated. Probvided there is a shortage ofstaff, promotions would be cost effective as the employee wouldbe needed and the buisiness is unlikely to promote someone to increase motivation. However, businesses have been known to change job titles to make the employee feel more motivated and senior in their position such as binmen being called waste management and disposal technician.

Mentoring

Mentoring is when an employee is provided with advice and guidance by another colleague within the organization.

Disciplinary Action

Disciplinary action is the process of reprimanding (telling off) an employee. It is used when employees fail to meet their contractual responsibilities.

Dismissal

Dismissal is the process of firing an employee. An employee cannot be fired in the UK without doing something wrong, therefore the wrongdoing would be persistent and the employee already received disciplinary action or the wrongdoing extreme enough to warrant instant dismissal, such as lying about qualifications on CV or aggressive/ intimidating behaviour at work.

3.1.3 Type of Employment Contracts

3.3.1 Financial methods of motivation