Training and Development

Training and Development

When assessing the training and development associated with the job which was chosen for the Tutorial 4 submission, which was a job as a Product Marketing Manager for a new division in Microsoft, the level in the organisation has to be taken into account. For example, this job is already regarded as a highly skilled position, thus there may be an assumption by superiors that the person has already received a sufficient amount of training in the area. However, all jobs have some extent of induction training. “Induction is the process of receiving and welcoming employees when they first join a company and giving them the basic information they need to settle down quickly and happily and start work.” (Armstrong, 2003: 453). It covers the general Health and Safety policies and company policies, as well as some degree of training in the way in which the company conducts itself i.e. the company culture. Moreover, although the employee will be expected to already have the required skills, knowledge, abilities and other characteristics (KSA’s and O’s) jobs require more than this and this will usually be provided though further training in the company culture. This is to ensure that all employees in the organisation are thinking about their job in the same way, as Microsoft may conduct its work in a different manner to other companies. This training could be carried out by other members of staff within the organisation i.e. on the job. This is when workers are trained within the premises, usually by colleagues. This method of training has several drawbacks. For example, if the training is being provided by an employee who has been carrying out their work in the wrong way but has not been told, they may pass on any bad habits to the new employee. Furthermore, not learning the official way of carrying out the work may be very unbeneficial to not only the employee, but to the organisation as productivity may suffer. However, an advantage of this...