Will changing training methods improve staff performance

Topics: Research, Qualitative research, Learning Pages: 5 (2883 words) Published: October 31, 2014

centertopWill changing training methods improve staff performanceResearch proposal.00Will changing training methods improve staff performanceResearch proposal.-952507858125 Sian Redfern 1000000 Sian Redfern Background

This research project will be looking at different training methods and how these different methods may impact on staff performance. The business dictionary defines training as an: ‘Organised activity aimed at imparting information and/or instructions to improve the recipient's performance or to help him or her attain a required level of knowledge or skill’ (2014). Therefore suggesting that there is not one set way to impart information, and recipients might attain the required level of knowledge or skill in different ways. The organisation that the research will be aimed at is a charity within the health and social care sector. The training methods are aimed particularly at staff that support individuals (service users) with learning difficulties and autism to live independently in their own homes. The support ensures that these individuals live life to the maximum in all aspects of their lives. As the individuals being supported are vulnerable, the support provided is legislated under Protection of Vulnerable adults (POVA) and managed by Care and Social Standards Inspectorate Wales (CSSIW), therefore there are many elements of training that are mandatory. Currently the training provided is primarily made up of the more traditional ‘off the job’ classroom environment sessions. Research aims

The aims of the research are to assess whether stakeholders will see any advantages to adapting or changing current training methods. Furthermore the aims will be to not only look at different training methods but also look at how the use of different training methods could impact on staff. From this perspective, if the outcome is positive it will then be possible for the organisation to restructure its training program to ensure it is getting the most out of the staff. Best Practice

There are numerous potential benefits to individuals and organisations from well-planned and effective training programs. Individuals may gain greater intrinsic or extrinsic job satisfaction and organisations can improve employee performance and productivity, shorter learning time will result in less costly training, decrease in wastage, less accidents, less absenteeism and lower labour turnover (Buckley and Caple, 2004 pg. 9). Cunningham et al (2007, pg. vii) states ‘it is a truism that we learn from experience but unplanned, unstructured and often accidental learning alone is best unlikely to enable the individual to reach their potential and at worst may be drawing upon negative experiences resulting in future negative behavior. Work based learning is just too important for the individual worker or the employer to leave to chance’. Whereas CIPDs Learning and Development strategy Factsheet (2014), believes that ‘Some organisations develop an exclusive focus whereby learning opportunities may be restricted to such key or high-potential individuals. Others adopt a more inclusive approach creating a ‘whole workforce’ approach to employee development. Often a blended approach is used in practice.’ Research suggests that an approach including a number of different styles of learning and development put across in a well-defined and planned training program is likely to produce better outcomes for both the trainee and for the organization. Stakeholders

BBC define a stakeholder as ‘anyone with an interest in a business. Stakeholders are individuals, groups or organisations that are affected by the activity of the business. Different stakeholders have different objectives.’...

References: Business Directory (2014) Training available online at http://www.businessdictionary.com/definition/training.html accessed on 15/10/14
Buckley, R
Cartrefi Cymru (2014) Staff training survey [online] available at http://www.cartrefi.org/ accessed on 20/10/14
Cunningham, I
Further Education Development Agency (FEDA), 1995, “Learning styles”, 1st edition, Potters, Peterborough
Honey, P
The national autistic society (2013) Autism training code of practice available online at http://www.autism.org.uk/working-with/training-and-experience/training-code-of-practice.aspx accessed on 19/10/14
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