Identify and analyse the relationship between the business’s training :: Business and Management Studies

Identify and analyse the relationship between the business’s training and development programme and its management of performance and explain how these two functions may be influenced by different motivational theories HSBC puts a lot of emphasis on providing excellent training and development programmes. HSBC believe that it is this quality of training that has enabled them to become a successful organisation. The training programmes are usually carried out in a consistent and formal way. HSBC believe that this is a key way of motivating their employees. Ø Training and Development The main aim of training and development at HSBC is to develop and improve the employees within the company. Delivery The training cycle above shows that there are four different areas that need to be looked at (needs analysis, evaluation, delivery and design). These are the four most important factors that contribute to the success of the training programme. Using this cycle HSBC put a very specific training programme in place that all employees must follow while at the company. The programmes is as follows: 1) Induction Training 2) Job Specific Training 3) Personal Development Ø Performance Management The link between Training and Development and Performance Management For the training and development to be successful, performance management is needed to help each factor work effectively. Performance management enables employees to set individual objectives and the training and development aids them in meeting each one. This process is ongoing and HSBC has three stages of training and development that each employee must carry out. These three stages link to the training and development and performance of employees in the following ways: - Induction Training – these needs are recognised and then and planned out using performance management. - Job Specific Training – here the needs are also recognised and planned using performance management. After employees complete the training efficiency, accuracy and quality are analysed through performance management. - Personal Development – needs are identified and planned through performance management. There are various types of training an employee can use to develop himself/herself. Each employee recognises his or her individual training needs through performance management. After doing the training they feel it has not been effective then other methods of training will be looked at. The initial step of the training programme needs to be analysed. Here performance management is essential because management need to recognise the needs and requirements of the employee. This is a further example of the link between performance management and training and development. The next step is design. This involves discussion on the type of training that will be applied to the employee. The third and fourth stages of the cycle are Delivery and Evaluation and bring the process