The paper "Training and Development of Leicestershire Fire and Rescue Staffs" is a good example of an assignment on education. Training and development helps very many organizations to achieve their goals. In this case, training and development highly helps in the achievement of goals that are long term in nature. Training involves the overall modification of behaviour. It is also normally carried out in a systematic way. It is usually as a result of planned knowledge, teaching and some form of education. Training is part and parcel of the organisation’ s framework that is strategic in nature.
(Beard and Wilson, 2006) It results in a plan that is quite coherent in nature. This actually helps in developing employees and other people within the organisation. When businesses include training and development, there is overall acquisition of competitive advantage over the other organisations. This is considering the fact that the intellectual capital in the organisation is highly developed. This means that employees in an organisation can get the chance to improve their skills. This is more so in areas where they specialise in. This paper therefore looks at training and development of Leicestershire fire and rescue staffs.
(CIPD, 2006) Training and development An overall analysis of Leicestershire fire and rescue service shows that training and development of the staffs is carried out. Research in this organization also shows that various steps are put in place in training and development venture within this organization. This is carried out to ensure that there is harmony in relation to other activities that have to be carried out by Leicestershire fire and rescue service. This also ensures that there are adequate resources that help in the implementation of the training and development program.
One of the steps that are used in the implementation of the training and development program in Leicestershire fire and rescue service is the formulation of a training and development policy. (CIPD, 2007) Formulation of training and development policy Leicestershire fire and rescue service organization ensures that training and development policy is formulated. This is usually carried out by the human resource managers within the organization on an annual basis. Training policies help a great deal in offering a guideline on the degree of training that needs to be carried out.
They, therefore, play a great role in directing the employees on training needs. The training and development policy within Leicestershire fire and rescue service shows whether action-oriented or performance-oriented training should be carried out. Performance-oriented training highly relates to the staffs’ competence while action-oriented is all about making things happen as planned and desired. After training and development policy is formulated, all the staff in Leicestershire fire and rescue service organization are informed accordingly. (Beard and Wilson, 2006) Identification of training needs The next step that is usually carried out in Leicestershire fire and rescue service is an identification of training needs.
This is whereby the work of the staff is evaluated in relation to their qualifications and abilities. This is usually carried out by analyzing the appraisals of the staff in Leicestershire fire and rescue service. It is essential to note that appraisals in this organization are carried out on an annual basis.