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Unit 3 Human Resources · Free revision notes

3.2.1 Methods of Staff Development and Monitoring

Last updated 20 February 2024 · ~3 min read

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 educating 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 can be arranged informally

Disadvantages

  • Time cost of planning and delivering training
  • Higher chance of interruptions or staff being called to do other jobs
  • Quality of training may be poor
  • Workers may have bad habits and pass these on

External Training

External training is the process of upskilling or educating 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 interruptions

Disadvantages

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

Induction

Induction is the training that happens at the beginning of an employee's 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 know what is expected from them,e.g. duties and other responsibilities
  • Employees are taught the policies and procedures, such as health and safety or fire procedure
  • Employees get to know the organisation and who they work with

Disadvantages

  • Time is taken out of the trainee and trainers' day
  • Workers could be learning on the job and as they go
  • Workers could be overloaded with 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 business and conducted internally by the line manager, however, there will be a time cost for the employee and the worker. Staff appraisals can be very effective as they hold the employee to account for their performance and are often linked to performance-related pay or bonuses for meeting targets (e.g. meeting 100 sales a month).

Promotion

Promotion is the process of an employee moving higher up the hierarchy in the organisational 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 up the hierarchy and earn more pay. However, workers who do not receive a promotion could feel overlooked and become demotivated. Provided there is a shortage of staff, promotions would be cost-effective as the employee would be needed and the business 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 organisation.

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.

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