IGCSE Business
Induction and Training
Induction
Definition
The process of familiarising
a new ‘recruit’ with the
workplace.
Induction
Importance
Aim of formalised induction
programme is to:
• help new employees settle into their
jobs quickly.
• maximise productivity of new
workers.
• familiarise staff with health & safety
procedures.
Induction
Importance
Employees having no formal
induction process - may:
• feel insecure, unhappy.
• leave business within first few
weeks of arriving
Result: recruitment process has
to start all over again.
Induction
Key Components
• Nature of business: key activities,
aims, objectives.
• How employee’s job contributes to
firm’s success.
• Employees responsibilities and
position within business.
Induction
Key Components
• Layout of premises - key facilities.
• Key individuals: those with whom
they are to work.
• Health, safety, security policies and
procedures.
• Other aspects of contract of
employment.
Induction
Key Components
Methods of delivery vary, may include:
• talks explaining history of company.
• rules and regulations.
• written documents covering health &
safety.
• videos to demonstrate firm’s
products.
Induction
Key Components
Methods of delivery vary, may include:
• visits / tours to key parts of
premises.
• meetings with key personnel.
• group discussions.
Induction
Key Components
Induction programme should
not be rushed.
Time needed can range from a
few hours to several months.
Induction
Key Components
Depends on:
• ability and experience of employee.
• nature of job.
• complexity of machinery /
equipment to be used.
• size of business.
On and Off the Job Training
Introduction to Training
Main aim:
to develop the knowledge,
skills and attitudes required
to competently and
confidently carry out a job.
On and Off the Job Training
Introduction to Training
Training:
• Costs money.
• Can lead to drop in productivity
whilst staff are trained.
On and Off the Job Training
Introduction to Training
But can:
• help to maximise, efficiency and
profits because trained staff are
likely to be more productive, quicker
at job, make less mistakes.
On and Off the Job Training
Introduction to Training
Resulting in:
• less waste and fewer accidents.
• less supervision needed, thus cutting
labour costs.
On and Off the Job Training
Introduction to Training
Plus, employees more satisfied
and motivated:
• minimises labour turnover and
associated costs such as
recruitment, selection, training.
On and Off the Job Training
Introduction to Training
How? Why?
1.
feel more confident and secure
in what they are doing.
2.
feel management value them willing to invest time and money
in them - helps to satisfy esteem
and ego needs.
On and Off the Job Training
Introduction to Training
How? Why?
3.
undertake more interesting /
challenging work - enables them
to use more abilities - helps selfactualisation needs
On and Off the Job Training
Introduction to Training
Training
also helps to create more flexible
workforce:
• Workers are able to do more jobs.
• Workers better able to cope with
changes affecting jobs in future.
On the Job Training
Definition
Where the employee is taught
how to carry out their job by
“doing the job” in the normal
working environment
On the Job Training
Methods
Most common method
Observation and working
alongside others:
• experienced employee showing
trainee what to do.
• trainee and trainer working
alongside one another.
On the Job Training
Methods
Other Methods: Coaching
• Expert demonstrates,
guides worker through job.
On the Job Training
Methods
Other Methods: Mentoring
• trainee carries out job but
discusses problems and solutions
with mentor as required.
• used when trainee already has
experience.
On the Job Training
Advantages and Disadvantages
• job specific.
• directly linked to firm’s needs.
• relatively easy to organise,
adaptable.
• relatively inexpensive.
On the Job Training
Advantages and Disadvantages
Main expense comes from:
loss in productivity experienced whilst
new recruit settles in. (experienced
employee is often used to train new
employee so both suffer low
productivity)
On the Job Training
Advantages and Disadvantages
Main expense comes from:
Trainer needs to be selected very
carefully to ensure ‘bad practice’ isn’t
passed on to new recruit.
May be difficult to train an employee
properly ‘on the job’ when there are
sudden peaks in orders / demand.
Off the Job Training
Definition
Where the employee is taught
how to do the job away from
their normal working
environment.
Off the Job Training
May involve:
• sending employee away but it
could be done at the firm, just
not in the normal office etc.
• Attend a course at college etc.
• course taken in specialist
training areas / establishments
within business, but away from
usual place of work.
Off the Job Training
Methods
• Lectures
• Demonstrations
• Simulations & Role play
• Self study
Off the Job Training
Advantages and Disadvantages
Overall advantages:
• training usually provided by
specialists.
• trainee is usually allowed to work at
their own speed.
• workplace distractions avoided –
trainee may find it easier to
concentrate - less pressure.
Off the Job Training
Advantages and Disadvantages
Disadvantages:
• Generally very expensive.
• Trainee removed from ‘production’
- lowers productivity.
• Student task: Copy the mind map from
p228-229 on advantages and disadvantages
of training.
• Attempt activity 14.8 page 229