Human Resources: Training

Human Resources: Training

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The human resources department organise all the training that all
staff must take before working at Sainsbury’s. All training is the
same for everyone.

Human Resources: Training

Training

The Human Resources Part:

The human resources department organise all the training that all
staff must take before working at Sainsbury’s. All training is the
same for everyone and every single employee must be trained as human
resources make them do it.

Why New And Old Staff Should Be Trained:

On job advertisements human resources keep qualifications to a minimum
requirement for the job that they are advertising. This is because HR
knows that they can train the employees to work at the requirement
they are set for their specific job.

There are several important reasons why all new staff should be
trained. Here are a couple:-

* New employees need to be made familiar with organisational methods
of working that may have been different from their previous jobs.

* New health and safety requirements need to be taught to new
employees.

* They may need extra training for their specific job. E.g. the
employee use to be a shelf stacker in an old supermarket but in
their new job they are going to be a checkout assistant at another
supermarket.

* Employees are more motivated if they continue to learn and develop
their skills. They maybe also eligible for a promotion within the
business if they have gained good quality experience and even
better or new qualifications than before.

* Newly promoted employees may need new training to be able to cope
with new responsibilities they are given.

* HR may introduce new methods of working, new equipment or software
that the employees need to learn how to use. Keeping the staff
up-to-date is what Sainsbury’s HR department calls this.

* Last of all, employees may want to improve and extend their
knowledge of their skills so they can do more varied work.

Induction Training:

Human resources must ensure that all new staff are settled, understand
their job and their contribution to its aims and objectives. This is
all done in an induction programme. The new employees will spend a
short time learning about Sainsbury’s, touring the workplace around
them, finding out about health and safety requirements and their
rights and responsibilities as an employee. They will be introduced to
their colleagues and receive training and support for the first few
weeks. This is important for human resources as it makes the employees
settle in quicker, become more productive faster and make fewer

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mistakes/accidents, saving HR a lot of money. It also helps retain the
new staff as if they feel more invited into the workplace they will
feel part of the Sainsbury’s family and would want to stay there. If
not HR would have to employee new staff and train them making them
spend even more money. It gives the new employees a ‘Hands on real
life situation’.

On-The-Job & Off-The-Job Training:

Training can be provided on or off the job. If the employee is given
training on-the-job it means that they stay in the workplace, in their
normal working situation. This is good when the employee is learning
to operate new equipment or software. E.g. a computer system with new
software installed. It can be for the more experienced employees who
guide the new employees. If the employee is given training off-the-job
it means that they are leaving their normal working environment to
receive special instruction. This is still within Sainsbury’s HR
department as when the employee attends an induction

Programme or fire training in another part of the site. Sometimes
human resources will organise for the employee to go outside of the
organisation, such as when doing a course at college to gain a new
qualification that is required for the job. The employee maybe given
some time off fall all of this but they will sometimes expect them to
do it in their own time. It can be for the less experienced employees
who want to get more qualifications.
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