G. Amols

Topics: Skill, Training, Employment Pages: 6 (2030 words) Published: October 17, 2012
Assignment 3 front sheet| |
Learner name| ------------------------------------------------- Assessor name|
Sandra Laksa| Matt Jones / Annette Jackson|
Date issued| Completion date| Submitted on|
05/02/2012| 01/06/2012| |
Qualification| Unit number and title|
BTEC Level 3 Extended Diploma in Business| Unit 17 Training in the Business Workplace| | |
Assignment title| Assignment 3 Evaluating Training|
In this assessment you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found.| Criteria reference| To achieve the criteria the evidence must show that the student is able to:| | Task no.| | Page numbers|

D2| Evaluate the planning, design and delivery of a training programme.| | 1| | | D3| Evaluate the effectiveness of a training programme.| | 2| | | | | | | | |
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Learner declaration|
I certify that the work submitted for this assignment is my own and research sources are fully acknowledged.Learner signature: S.LaksaDate: |


In this D2 I will explain Salon 62 business training methods that they use. I will Interview them to research the methods they used in planning, designing and delivering a training programme. In D3 I will evaluate the effectiveness of that training programme.

In beginning I will explain what training means. Training is the process of acquiring specific skills to perform a job better. It helps employees to become qualified and proficient in doing any job that they were training for. Organisation facilitates the employees' learning through training so that their modified behaviour contributes to the achievement of the organisation's goals and objectives. Van Dersal defined training as the process of teaching, informing, or educating people so that they may become as well qualified as possible to do their job and they become qualified to perform in positions of greater difficulty and responsibility. Flippo differentiated between education and training, locating these at the two ends of a continuum of personnel development ranging from a general education to specific training. While training is concerned with those activities which are designed to improve human performance on the job that employees are at present doing or are being hired to do, education is concerned with increasing general knowledge and understanding of the total environment. Education is the development of the human mind, and it increases the powers of observation, analysis, integration, understanding, decision making, and adjustment to new situations. Phases of training: In Salon 62 training is a circular process that begins with needs identification and after a number of steps ends with evaluation of the training activity. A change or deficiency in any step of the training process affects the whole system, and therefore it is important for a trainer to have a clear understanding about all phases and steps of the training process. Salon 62 uses three phases of a training process: planning, implementation, and evaluation. Planning Phase: In Salon 62 the planning phase encompasses several activities, two which are training needs identification and curriculum development. Training Needs Identification: In Salon 62 training need is a condition where there is a gap between "what is" and "what should be" in terms of trainees knowledge, skills, attitudes, and behaviour for a particular situation at one point in time. Sometimes this can be a problem, which usually occurs when a difference exists between desired performance and actual performance. The needs identification process in Salon 62 assists trainers in making sure that they have matched a training programme to a training problem. For example: undeveloped sales employee in Salon 62 has been giving training to new employee, but...
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