The attitude and behaviour in relation to healthy food in Great Britain’s schools, Jamie Oliver campaigned widely for a change. Therefore, the Hull City Council encourage Jamie Oliver to lunch a free school dinner programme by offering free meals to all the primary school children. According to the case study, it was highlighted, there was a lack of training for lunchtime supervisors including existing training was ad hoc with uncertain impact on performance. However, The Hull City Council undertook a study of training needs for the lunchtime supervisors in 71 Hull primary schools. Furthermore, the case study found, there was a lack of progress available for the staff as some of them had been in the role for over 20 years and believed their experience was sufficient and question the need for training. Moreover, there were lots of inequalities for the lunchtime supervisors as they were being undervalued by head teachers, teachers, children and even the employees themselves. First of all, this report will identify the learning and develop problems in the case study and justify the importance of training and development programmes for the employees. Secondly, the identify the cause and possible consequence of the problems in the report. Third, explain how the performance of the school lunchtime supervisors can be improved through the proposal. Last but not least, the report will make recommendations and provide solutions of the problem that was highlighted in the case study.
2.1 Training and development:
According to the case study, the representative from the Hull City Council worked a week to figure out and understand the requirements for the role and how it was managed by talking one to one with the lunchtime supervisors. Moreover, the experience of some of the staff of the members was questionable even after spending 20 years at work because of the lack of training and development. Also, a number of staff had limited availability for the training because of their part time job. Furthermore, it was highlighted by the project manager, developing confidence, considerate the role and the requests of children as precarious requirements.
Therefore, the needs of training and development had been highlighted as the main objective in the case study as training and development is one of the most important parts for an organisation. Therefore, Grubb (2007) defined “the training and development as a short-terms educational process utilizing a systematic and organized procedure by which nonmanagerial personnel learn technical knowledge and skills for a definite purpose. Development, in reference to staffing and personnel matters, is a long-terms educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose.” Furthermore, training and development is important of employees as they help to increase, and develop their skills and expertise by addressing weaknesses, improving employee’s performance, employee satisfaction and so on. therefore, in an organisation most of the employees have some weaknesses in some skills but a training and development programme gives an opportunity to the employees to develop and improve their skills on those areas. Therefore, to increase employee’s skills knowledge and competency, training is a methodical process that helps to perform effectively on job and overall, training has an impact on an organisation revenue, performance and competitiveness (Elnaga and Imran, 2013). Also, the training and development programme bring every single employee from the organisation with the similar skills and higher level of knowledge which help the employee to stop relying on others. Moreover, the employee with the training is better able to accomplish the task including building more confidence which help employees to improve performance. Additionally, employees with the opportunities to receive training over other companies are more likely to stay in the organisation.
3.1 Causes and potential implication: It is highlighted in the case study, there was lack of engagement, innovation, creativity and learning available at work. The lunchtime supervisors had no understanding on their role for the job even some of the staff had 20 years of experience. Furthermore, the job was undervalued by head teacher, teachers, children and by themselves. The managing behaviour and resolving conflict was key requirement in the case study and the job was low paid for the lunchtime supervisors. However, creativity allow organisation to innovate new ideas for the business and it helps employees to perform better within the organisation. Therefore, the case study highlighted lack of productive thinking for the lunchtime supervisors and it is blocking the creative thinking of the employees. Moreover, when an organisation mindset of reproductive thinking, it blocks creative thinking and as a result, employees judge ideas too quickly, stopping with the first good ideas, failing to get support of others, identifying the wrong problem, failing to challenge assumptions and so on. Therefore, creativity is important for an organisation and there are many ways it can be used in management such as improve motivation, improve retention of talented staff, identify cost through more effective/ efficient production and organisation methods, innovation in Human Resources Management and Human Resources Development (Proctor, 2014).
Therefore, the relation between Human Resource Management and Human Resource Development performance is crucial to any organisation as they collaborate closely with each other. Furthermore, on one hand, Human Resource Management duties are significantly as they have large number of employees working for the company and the employees will make themselves available for any required Human Resource Management job within the organisation. On the other hand, Human Resource Development personal are more focused on the development sector by making strategies for the employees to achieve goals for the organisation.
4.1 The design that improve the performance: The case study’s primary objective is about identify the training and development issues and the report will provide possible proposal and design to improve the performance of school lunchtime supervisors. Therefore, the training can be defined as the learning of job-related competencies knowledge, skills and behaviour development planned that effort by a company (Noe and Kodwani, 2018). Thus, when it comes to achieving organisational goals or best perform at the job, every employee needs training session whether it is one on one format training or full-fledged training. Employees are able to perform their best and contribute more to the organisation as they are motivated and understand the role of the job and training and development programmes make the job easier for the employees. Therefore, there are many different ways to provide training and development programmes to the employees that are working within the organisation such as e-learning, in-house training, outsourcing instructors and recruitment and selection programme.
4.2 E-learning training programme: E-learning training programme is a way to provide training through digital assets and it is a formal training. Therefore, e-learning can be described as a wide set of applications and processes that works by computer-based learning, web-based learning, digital collaboration and virtual classroom and the content are delivered via internet, audio or video, broadcast or through CD ROM (Derouin, Fritzshe and Salas, 2005). Therefore, there are many benefits of e-learning now a days and as a result, e-learning keep becoming more and more popular. Additionally, e-learning allow employees to save time from travelling and it is more effective than traditional lecture based. Allen et al. (2004), found that students in distance learning courses had higher exam scores than students taught in traditional, lecture-based settings. Furthermore, Derouin, Fritzshe and Salas (2005) suggested that employees work behaviours can be improved by using e- learning training programme as studied advised.
4.3 In-house training programme: In-house training programme is one of the effective and best ways to provide training to the employees working for an organisation. However, delivering in-house training programme can be difficult for the managers and employees as the trainer needs to decide what content to be included and on what topics require to cover including how it needs to be organised as internally or external. Therefore, the best possible way to provide the training is through an external training provider as they will understand better about the problem within the organisation and how to deliver the training programme. Also, in-house training brings many benefits to the organisation and its employees as it is more convenient, more cost effective and brings fresh ideas within the organisation. Therefore, there are many organisations that are moving towards in-house training programme as it is beneficial (Jehanzeb, Bashir, 2013).
4.4 Outsourcing Instructors programme: Outsourcing happens when any organisation asks another organisation to provide training to the employees and this kind of training consider as external training programme. Therefore, one of the most common reasons for outsourcing instructor training programme is to save money as it is financially beneficial for the organisation and it is low cost rather than training within the company. The cost of the training programme can be huge when it comes to provide training programme within the organisation. Furthermore, outsourcing is beneficial when it comes to strategic focus and more beneficial. Belcourt (2006, p. 272) explained, employers recognize that they cannot pursue excellence in all areas. Therefore, they decide to focus on their core competence, such as customer service or innovation, and move secondary functions, such as benefits administration, to firms in which these functions are a core competence.
4.5 Recruitment and selection: Recruitment and selection are one of the most important steps to hire the right person for the right job. Therefore, the recruitment and selection are the methods to search for a number of people with the qualified job applicants and that allow the organisation to select the best candidate out of it (Leisink, Steijn , 2008). Additionally, the recruitment and selection process are not only to open an opportunity for the candidates to apply for the job but also to bring more and more candidate for the available position. Furthermore, recruitment and selection are important for an organisation as it lets the organisation to hire best possible candidate for the company. Moreover, when an organisation hires the best person for the job, it allows better performance and productivity with the relevant skills and abilities in the future needs for the organisation. According to the case study, there was difficulty in recruitment, with the right skills lunchtime supervisors as the job was low paid and confined to the lunchtime supervisors, Hull City Council reported.
2020-5-14-1589496610