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  • Main way firm invests in its human resources
  • Workforce more productive and better motivated so better quality products
  • Cost and loss of working hours

Induction Training

  • Introduces the new employee to their workplace
  • Usually starts the first day of the new job
  • Make them feel welcome and meet maslow's need to belong
  • Increase productivity and avoid costly mistakes
  • Includes:
    • Introducing to fellow workers
    • Telling company rules e.g. health and safety
    • Giving a tour
    • Initial training on how to do the job
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On and Off the Job

On-The-Job/internal Training

  • Learning by doing
  • Most common form
  • Being shown how to do it then practising
  • Cost-effective
    • Continues to work while being trained
  • Taught by a colleague (shadowing)
    • Bad working practices can be passed on

Off-The-Job Training

  • Employee learns away from the workplace
  • Internal/in-house
    • Firm has its own training department
  • External
    • Outside the business e.g. college
  • Expensive and not always directly related
  • Higher quality (taught by specialists)
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  • Helps managers keep track of employees' progress and needs
  • Three stages
    • Worker and manager agree worker's performance targets for the year
    • During the year, training and other resources are provided to help meet these targets
    • At the end of the year, they meet again to discuss how well targets were met
    • (Process repeats each year)
  • Those who meet or beat targets may be rewarded e.g. higher pay or promotion
  • Manager decides how to improve those who do not meet targets 
  • Appraisal meetings can cause problems
    • If targets are unrealistic, they won't be met - demotivate staff
    • Lack of honesty
      • Workers say what managers want to hear
      • Managers don't want to upset workers
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