Sample HR Management Paper on Employee Training and Development

Standard Chartered PLC is one of the most renowned, successful multinational banks that functions to provide a great array of financial services to millions and millions of people all over the world.  This financial institution came into existence in the year 1969 after the merge of two different banks namely; the Standard Bank and the Charted Bank. After the merger, Standard Chartered Bank experienced an unprecedented growth as it widened its horizons into other new countries across Asia, Africa and the Middle East. Today, Standard Chartered Bank is one of the world’s leading international banks providing banking services in some of the most dynamic global markets. Standard Chartered Bank remains to be paramount in today’s economic system as it does not only transmit wealth to its customers but also contributes to the overall economic growth and development.

Customers are known to serve as the backbone for the banking industry. The tidal wave of technology development has caused an evolution on the customer preferences as most people continue to embrace technology as part and parcel of their daily operations. It is with this reason that most banks are currently on a journey to embrace and incorporate new technology as part of their operations. Training and development is therefore an essential requirement in the banking sector. Some of the training and development opportunities available to the Standard chartered bank employees include;
Orientation

Training and development usually commence immediately a new employee is recruited for a job. Standard Chartered Bank has embraced orientation program as part of its recruitment culture. Orientation is eminently fundamental as it helps in developing a committed and productive workforce. During the orientation process, the new employees are provided with the basic information on the job while being introduced to the other employees. This allows the employees feel a sense of belonging to the organization’s social fabric.

Job rotation and cross training

Standard Chartered bank has incorporated job rotation and cross-training as part of the career development program with the intent of broadening the skills and experience of employees. Job rotation functions to familiarize employees with a myriad of activities and operations taking place in an organization. On the other hand, cross-training enhances organizational flexibility and capacity without requiring new hires (Durai, 2010). This kind of training produces a carder of employees who would qualify for several distinct career-line options.

Apprenticeship

Standard Chartered Bank has invested on apprenticeship program where a number of successful new college graduates get the chance to attend a well-defined training program for approximately 2 years. The apprenticeship program constitutes a year of classroom learning process combined with another year of on-the-job instruction (Durai, 2010). After successful completion of the program, the graduates would receive a certificate of completion before being officially employed by the organization.

Gaps and Improvement

The banking industry is today faced with the dubious task of embracing different kinds of technologies. This is because the current digital era has not only affected businesses but has also influenced the general customer behavior. Technology advancement has thereby created a huge gap on the employee’s knowledge with regards to handling and operating new technologies. It is with this profound reason that I advocate for a comprehensive training program meant to educate both the bankers and the customers on how to effectively utilize the new technologies.

In order to effectively offer banking services, bankers are usually required to get versed with a variety of banking technologies. Training employees on new upcoming technologies thereby becomes a fundamental aspect in the banking industry. This is due to the tremendous shift that would result after the new technology is incorporated as a key process of delivering efficient financial services. It is thereby imperative for Standard Chartered Bank to adopt the habit of regularly training its employees on the relevant technologies before being officially introduced as part of the banking operations. Training is especially essential if the bank is preparing to launch new software that would change the employee’s traditional way of performing any given task.

Also, since the banking sector is customer-oriented, it is vital for the organization to teach its customers on how to operate the new banking techniques. The current modernization era allows people to perform a plethora of financial tasks without necessarily physically visiting the banking institution. This has been made possible with a wide array of digital bank applications that serves to promote the aspect of self-service. Hence, it is prudent for banks to teach its customers on how to effectively use the bank technology apps so as get financial services at a fast rate. In order to get a wide coverage, training may be done through short, simple and precise media advertisements and exhibitions.

Managers may contribute to the employees’ career development in the following ways;

Performance reviews

Managers are normally able to check on the productivity of their employees by regularly carrying out performance review. At the end of these reviews, the manager would give out feedbacks to each of the employees. This would allow the managers to inform each individual employee on the areas that he/she need to hone so as to attain the high productivity.

Assisting employees in identifying a career path

In this case, the manager may take the role of a coach. The managers thereby play a vital role in identifying the strengths and weaknesses of his/her individual employees. Aside from this, the managers may actively help the employee to improve on his weaknesses. The manager may also ensure that the employee receive training and self-assessment tool for a given career path (Durai, 2010).

Identify future competency needs

The managers may also design and implement a career development system that reflects the goals and mission of a company. The managers may thereby constantly communicate to the employees on the available career growth opportunities. Depending on the each employee’s competency levels, the manager may direct the employee to take up a new different role so as to gain career exposure and develop career-wise.

Gauging the employee’s potential

The managers may gauge the employee’s performance and appraise individual employees depending on his/her level of knowledge, skills, and attitude. The manager develop a schedule where the employees may occasionally receive professional training so as to develop excellent skills required to perform a given task. After completion of a professional training, the employees would be eligible to receive a professional specialty certification from a recognized board. Professional certification serves as a validation of an individual’s expertise and competency in a given field. Also, this certificate acts as a proof that an employee has met the national recognized standard of a particular specialty.

Mentoring as a training program

Training and development serve as a great platform for the employees to hone their skills while learning on new banking techniques (Durai, 2010). In most cases, a new employee would normally be assigned to a mentor who would help the new employee in areas that he/she would experience difficulties in. The mentors work to nurture less experienced employees by passing on their knowledge and skills to their mentees.  The mentees also befit as are receive critical feedback on areas that they will need to improve. Additionally, the mentorship program enables the employee experience personal and professional growth. Also, the mentee would develop a robust network of influential people whilst also learning on the organization’s culture.

Part B:

Orientation programs play an integral role in building a new employee’s confidence. This is because the program requires active participation of the new employee with his/her fellow colleagues (Durai, 2010). In addition, orientation assists the new employee to familiarize himself with key details which may include; the organization’s policies, code of conduct, rules, and standard operating procedures. The purpose of the orientation and socialization program is to enable the new employee to establish work relationships with his workmates while also preparing and informing the employee on how they can perform their jobs properly. Socialization program is important as it assists new employees to smoothly fit into an organization while also gaining a sense of belonging. Below is a diagrammatic figure representing an orientation and socialization program;

Fig1: A figure showing the different components of an orientation program at Standard Chartered Bank

The above orientation program is ideal as it covers important aspects concerning the company, the employee’s responsibility and the employee’s rights and benefits. The orientation program also constitutes departmental orientation and both informal and formal training. The orientation program is also scheduled to last for a month so as to give time for the new employee to understand his roles and what the company expects of him. More information has been made readily available to the employee who would gain access to the company’s intranet after having created an official organization’s email.

Induction Evaluation and Feedback Questionnaire

Towards the end of the orientation program, the new employees ought to be given a questionnaire where they would provide honest answers. This is usually done to analyze on what the employee didn’t understand and how he/she can be trained before commencing his duties. Managers should retain a copy and act on the comments relating to their induction procedures.

Work Area :

 

 

Name:                        
Start date:

 

 

 

Were you personally introduced to your new colleagues, managers and other appropriate people during your first few days in post? YES £ NO £
Comments:

 

Has your induction helped you understand your job, responsibilities, and performance standards? YES £ NO £
Comments:

 

Have appropriate policies and procedures important to your job (e.g. health and safety regulations, work processes, annual and public holiday leave entitlements and how to apply for annual leave, FOI/Data Protection) been shown to you and explained to you? YES £ NO £
Comments:

 

Have you discussed/completed an induction programme?

 

YES £ NO £
Comments:

 

If appropriate, have you been able to access training or courses related to your role? YES £ NO £
If so, please list the courses you have attended as part of your induction:

 

Have you been able to use required systems for your role?

 

YES £ NO £
Please list any significant systems issues:

 

Do you feel there were any areas missing from your induction programme?

 

YES £ NO £
If so, please list:

 

If there was one aspect of your induction that could be improved what would it be, and how might we improve it?
Are you aware of the Human Resources web pages for staff?

 

YES £ NO £
Have you used the Human Resources web pages for staff?

 

YES £ NO £
What information did you need that was not covered?

 

 

Any other comments:

 

 

 

Manager’s signature:

 

 

Employee’s signature:

 

 

Date:

 

Part C:

Orientation Feedback script

Congratulations for having completed the orientation program successfully. We understand that by now you have amassed a lot of knowledge on the organizations core mission, policies, employee welfare and your responsibilities as an employee of this organization. Having filled the questionnaire that was administered to you at the end of your orientation program, it is clear that you haven’t mastered some vital banking techniques. I assume that the timeframe for the training program was limited for you to grasp every technique having conveyed this via your questionnaire; I have requested our well-able trainers specialized to train you on our banking techniques. This would be a comprehensive thorough training and I believe by the end of the training program scheduled to last for a month, you would have already mastered all the techniques. I would also like to inform you that you will commence on your other responsibilities at the start of next week after which you’ll be trained for 4 hours on every work day.  All in all, I believe that you have already met your colleagues who would be ready to assist you in every step of the way. Congratulations for your new position as you look forward to meet the goals and objectives of this organization.

Yours Sincerely,

HR Manager.

 

Reference

Durai, P. (2010). Human resource management. Chennai: Pearson.