Training and Development of Leicestershire Fire and Rescue Staffs - Assignment Example

Introduction 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 implementation of the training and development program. One of the steps that are used in implementation of 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 degree of training that needs to be carried out. They therefore play a great role in directing on 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 staffs in Leicestershire fire and rescue service organisation 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 identification of training needs. This is whereby the work of the staffs is evaluated in relation to their qualifications and abilities. This is usually carried out by analysing the appraisals of the staffs in Leicestershire fire and rescue service. It is essential to note that appraisals in this organisation are carried out on an annual basis. The management in Leicestershire fire and rescue service usually identifies the training and development needs at the corporate level first. Identification of training and development needs in this organisation is then carried out at the departmental level. This is where each department writes a report of training and development required of the staffs therein. This helps in ensuring that all staffs in Leicestershire fire and rescue service go through training and development and actual needs are met. Questionnaires are also administered to individual staffs relating to what they know and what they would want to be trained in. All this information is then analysed and conclusions drawn in relation to training needs of staffs in Leicestershire fire and rescue service. (Rosemary, 2005) Development of training plan After identifying the training and development needs in Leicestershire fire and rescue service, a training plan is then developed. The training and development plan in this organisation usually put in place by the human resource managers. The plan is usually based on organizational objectives and such that overall goals are met in the long run. The plan includes the entire training duration and the number of staffs that need to go through the training. (Beard and Wilson, 2006) This is considering the fact that training and development cannot be done for all staffs at ago as other organizational businesses have to continue. It is important to note that the length of the training period is influenced by different modes through which the information is to be delivered to the staffs. The management team in this organisation therefore plans on the modes through which the training is to be implemented. For example, lectures may require long time to accomplish all training needed as compared to handouts. Training can also be implemented by training on job which takes very minimal time as it is done hand in hand with daily tasks. Coaching is also used as a medium to implement training and development. (Rosemary, 2005) All this information is therefore included in the training plan. The human resource managers also include details on whether training and development is to be carried out within the organisation’s premises or in other institutions. This also entails on aspects such as the tutors or trainers. This is whether they would be sourced from the organisation or external consultants or trainers would be necessary. The plan shows the various resources that may be needed during the training and development process. (Beard and Wilson, 2006) Implementing training program Analysis of Leicestershire fire and rescue service shows that after drafting the plan, implementation is carried out. This is done by the management team therein fully adhering to the laid down guidelines in terms of duration, number of staffs to be trained etc. This also includes the financial aspects, the venue of training and the trainers involved. Research carried out in this organisation shows that fire and rescue staffs go through formal and informal training. The trainings are also carried out within the organisation and sometimes in other institutions. This however highly depends on the training need. They are trained on various issues. This includes the equipment they use in fire rescue, how to handle an emergency fire outbreak, how to rescue people trapped in burning premises. This includes whether it is storey or multi-storey buildings. This also includes overall co-ordination of staffs to avoid duplication of efforts while other areas are neglected in times of fire outbreaks. (Rosemary, 2005) Evaluation of training After implementing the training and development plan in Leicestershire fire and rescue service, evaluation is usually carried out. This helps in overall assessment of the effectiveness of training and development program in Leicestershire fire and rescue service. Research in Leicestershire fire and rescue service shows that this process helps to know whether the initial objectives set in the planning stage were met or not. The management specifically looks out at the behaviour of staffs to note any possible changes resulting from the training and development. This also includes an overall improvement in the skills of the fire and rescue staffs in the organization. (Beard and Wilson, 2006) In situations where set objectives were not met in the training and development, relevant adjustments would be put in place by the Leicestershire fire and rescue service management team. Evaluation of training and development in Leicestershire fire and rescue service is carried out in four distinct levels. Research in the organization shows that the first level involves the measurement of the reaction of staffs and trainers that participate in the entire process. They include employees and external trainers. In this stage, the management team in Leicestershire fire and rescue evaluate the training whether it was poor, fair or excellent. This stage entails management team interviewing the fire and rescue staffs that were trained. (Beard and Wilson, 2006) It is evident that the second stage of evaluation is carried done with analysis of how far objectives are achieved. This highly helps the management team in the organization to know whether the Company objectives were achieved or not. This is also carried out by the human resource managers in Leicestershire fire and rescue service. In the third level of evaluation, the management team in Leicestershire fire and rescue service checks for behaviour changes. This helps the managers to check for behavioural improvements among the staffs. For instance, the managers check on time taken by staffs to respond to fire outbreaks. This also includes the behaviour of the fire and rescue staffs in a fire incident. The fourth level of evaluation entails the management in the organisation checking the costs of the training in relation to the benefits. This helps the management team in Leicestershire fire and rescue service to know whether the training and development ventures were worth it or not. (Beard and Wilson, 2006) Conclusion In conclusion, Leicestershire fire and rescue service carries out training and development of its staffs. This is carried out so that the organization can achieve its long term objectives. Training and development issues in Leicestershire fire and rescue service are handled by the management team. This is carried out in stages. First the management team formulates training and development policy, identifies the training needs, develops training plan, implements training program and finally evaluates it. All this shows that the managers in Leicestershire fire and rescue service have been effective in carrying out training and development of the staffs. This has ensured that the organization continues to offer quality services in case of fire outbreaks. Read More