EDEXCEL GCSE BUSINESS · PAPER 2
Training
Making human resource decisions · Lesson 3 of 4
Teacher copy - includes the notes for whoever is teaching from it.
Last Lesson
Answer from memory before the answers appear.
1. What is a job description?
A document describing the job's tasks, responsibilities and conditions.
2. What is a person specification?
A document describing the ideal person for the job.
3. Give one benefit of internal recruitment.
Cheaper, quicker, known ability or motivating.
4. Give one benefit of external recruitment.
New ideas, new skills and a wider choice.
Learning Objectives
1. Explain induction training.
2. Explain on-the-job and off-the-job training.
3. Explain formal and informal training, self-learning and ongoing training.
4. Explain target setting and performance reviews.
5. Explain why businesses train their staff.
Induction Training
Induction training introduces new employees to the business when they start.
▸ What it covers. The business's aims, the building and facilities, health and safety, key people and the rules and procedures.
▸ Why it matters. New staff settle in faster, feel welcome and become productive sooner.
▸ Safety. It makes sure new staff know how to work safely from day one.
▸ Retention. Staff who are welcomed properly are less likely to leave in their first months.
PART ONE
On-the-job and Off-the-job
Learning at work, or away from it.
On-the-job or Off-the-job Training?
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ON-THE-JOB TRAINING |
OFF-THE-JOB TRAINING |
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▸ Learning while doing the job, at the workplace. ▸ Watching and copying an experienced colleague, or being coached. ▸ Cheap: no course fees or travel. ▸ Staff keep working and producing while they learn. ▸ But: only as good as the person teaching, who may pass on bad habits. |
▸ Learning away from the workplace - at a college, training centre or on a course. ▸ Taught by specialists, often leading to qualifications. ▸ Staff can focus without the distractions of work. ▸ But: expensive, and staff are not working while they train. ▸ Qualified staff may leave for better-paid jobs. |
Two Ways to Learn
At work, or away from it.
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On-the-job: learning by doing, alongside an expert. |
Off-the-job: a course away from the workplace. |
Other Types of Training and Development
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Formal training Planned, structured training, such as a course or programme with set content. |
Informal training Learning as you go, picking up skills from colleagues without a set programme. |
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Self-learning Staff learn on their own - online courses, videos and reading - often at their own pace. |
Ongoing training Regular training throughout an employee's career, to keep skills up to date as technology and the job change. |
PART TWO
Developing Staff
Setting targets and reviewing performance.
Target Setting and Performance Reviews
Businesses help staff improve by setting goals and reviewing progress.
▸ Target setting. Agreeing clear, measurable targets for each employee, linked to the business's objectives.
▸ Performance reviews. Regular meetings between an employee and their manager to discuss progress against targets.
▸ Identifying training needs. Reviews show where an employee needs more training or support.
▸ Motivation. Staff who know what is expected, and are recognised for achieving it, are more motivated.
Why Train Staff?
Training costs money, but the benefits are large.
▸ Productivity. Skilled staff work faster and make fewer mistakes.
▸ Quality and service. Better-trained staff produce better products and serve customers better.
▸ Motivation and retention. Staff who are invested in feel valued and are less likely to leave, cutting recruitment costs.
▸ Keeping up. Training helps staff use new technology and adapt to change.
▸ The risk. Well-trained staff may be poached by competitors.
Case Study
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CASE STUDY McDonald's: Hamburger University McDonald's opened its first "Hamburger University" training centre in the USA in 1961 to train managers in how to run its restaurants. Today McDonald's trains hundreds of thousands of staff worldwide. In the UK it offers apprenticeships and qualifications to its restaurant staff, combining on-the-job training in the restaurant with structured learning towards a recognised qualification. Consistent training means a customer gets the same service and food in every restaurant - and staff can build a career, from crew member to restaurant manager. |
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1961 Hamburger University opens |
Apprenticeships Offered to UK staff alongside their work |
Key Terms
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Induction training Training that introduces new employees to the business. |
On-the-job training Training while doing the job at the workplace. |
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Off-the-job training Training away from the workplace. |
Formal training Planned, structured training with set content. |
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Informal training Learning skills from colleagues without a set programme. |
Self-learning Staff learning on their own, at their own pace. |
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Performance review A meeting to discuss an employee's progress against their targets. |
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Your Task: Plan the Training
12 minutes
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A hotel is taking on 10 new receptionists and upgrading its booking software for all staff. Plan the training: what induction the new receptionists need, whether the software training should be on-the-job or off-the-job, and how the hotel will check the training has worked. 1. Plan the induction. 2. Choose on-the-job or off-the-job for the software. 3. Explain how you will check it worked. |
A good answer shows: An induction covering safety, systems and the hotel's standards; a justified choice of on- or off-the-job training for the software; and a check such as performance reviews or targets.
Note: The check is what separates good answers: training is only useful if it improves performance.
Can I...?
☐ Explain induction training.
☐ Explain on-the-job training.
☐ Explain off-the-job training.
☐ Compare on-the-job and off-the-job training.
☐ Explain formal and informal training.
☐ Explain self-learning and ongoing training.
☐ Explain target setting and performance reviews.
☐ Explain why businesses train staff.
Summary
✓ Induction training welcomes new staff and teaches safety and procedures.
✓ On-the-job training is cheap and practical; off-the-job training is specialist but costly.
✓ Formal, informal, self-learning and ongoing training keep skills up to date.
✓ Target setting and performance reviews guide development and show training needs.
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EXAM FOCUS Explain one benefit to a business of off-the-job training. (3 marks) Balance the cost of training against its benefits: productivity, quality, motivation and retention. |
Exam Practice: Training
Answer all questions. Use the context of the business in the question where one is given. · 20 minutes
▸ Question 1 · 1 mark · Define. Define the term 'induction training'.
▸ Question 2 · 2 marks · Outline. Outline one disadvantage of on-the-job training.
▸ Question 3 · 3 marks · Explain. Explain one benefit to a business of off-the-job training.
▸ Question 4 · 6 marks · Analyse. Analyse the benefits to Swift Couriers Ltd of introducing induction training for new drivers.
Question 1 · 1 mark · Define
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“Define the term 'induction training'.” |
HOW TO ANSWER IT Command word: Define. Worth 1 mark, so plan before writing.
Question 1 · mark scheme
1 mark available. Award a mark for each point made.
▸ Training for new staff when they join. 1 mark
▸ Model answer. Training that introduces new employees to the business, its procedures and their job when they start.
Question 2 · 2 marks · Outline
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“Outline one disadvantage of on-the-job training.” |
HOW TO ANSWER IT Command word: Outline. Worth 2 marks, so plan before writing.
Question 2 · mark scheme
2 marks available. Award a mark for each point made.
▸ A disadvantage identified, e.g. bad habits / distracts the trainer / limited to what colleagues know. 1 mark
▸ Developed. 1 mark
▸ Model answer. The trainee learns only from the colleague training them (1), so they may pick up that person's bad habits or mistakes (1).
Question 3 · 3 marks · Explain
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“Explain one benefit to a business of off-the-job training.” |
HOW TO ANSWER IT Command word: Explain. Worth 3 marks, so plan before writing.
Question 3 · mark scheme
3 marks available. Award a mark for each point made.
▸ A benefit identified, e.g. specialist teaching / qualifications / no workplace distractions. 1 mark
▸ First linked point of explanation. 1 mark
▸ Second linked point of explanation. 1 mark
▸ Model answer. Staff are taught by specialist trainers (1). They learn up-to-date skills and may gain recognised qualifications (1). This means they can do their jobs to a higher standard, improving productivity and the quality of the business's work (1).
Question 4 · 6 marks · Analyse
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“Analyse the benefits to Swift Couriers Ltd of introducing induction training for new drivers.” — Swift Couriers Ltd employs 200 delivery drivers. It has high staff turnover: many new drivers leave within their first three months, and customer complaints about missed… |
HOW TO ANSWER IT Command word: Analyse. Worth 6 marks, so plan before writing.
Question 4 · mark scheme
6 marks available. Award a mark for each point made.
▸ AO2 (Application, 3 marks): uses the context - 200 drivers, leaving within three months, missed deliveries, no training. Level 1-3
▸ AO3a (Analysis, 3 marks): chains of reasoning about quality of service and staff retention. Level 1-3
▸ Model answer. Induction training would help new drivers understand Swift's delivery systems, routes and customer service standards before they start. They would make fewer mistakes, which should reduce missed deliveries and customer complaints, protecting Swift's reputation. Induction would also help drivers feel welcome and supported from their first day. Staff who are thrown in without support often feel stressed and leave, so better induction should reduce the number of drivers leaving in their first three months. This means Swift would spend less money recruiting replacement drivers, lowering its costs.