BOU ASSESSMENT COVER PAGE
STUDENT NUMBER: 202201644
SURNAME: KGOBUDI FIRST NAME/S: REBAONE
CAMPUS/REGIONAL CENTRE: GP
SEMESTER NO: 2
YEAR 1
CONTACT NUMBER: +267 72809005
BOU EMAIL ADDRESS:
202201644@[Link]
PROGRAMME NAME: DHRM
COURSE/MODULE NAME: HUMAN
RESOURCES DEVELOPMENT
COURSE/MODULE CODE: BHD 625
TUTOR/SUPERVISOR:
DUE DATE: 17 SEPTEMBER 2023
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SECTION A
a. Discuss the Human Resources development programs launched by Tata Sky. (10 marks)
Human resource development fers to the organization's plan to help employees develop
their abilities, skills, and knowledge
b. Evaluate the Human the Trng and development challenges encountered by the Tata
Human resources department. (15 marks)
SECTION C
a. Analyse the similarities and differences between training and development. (10 marks)
Training and Development are two crucial components of an organization’s human resource
strategy, aimed at enhancing employee skills and competencies. While they share similar
objectives, there are fundamental differences between training and development. Let’s analyze
these two in details:
i)TRAINING: Primarily focuses on improving specific skills, knowledge, or attributes required for
a particular job. Moreover, it is typically short-term and task-oriented, aiming to close
performance gaps and enhance job-related proficiencies.
DEVELOPMENT: It has a broader perspective and focuses on long-term growth and growth
opportunities for employees. Additionally, it aims to build overall capabilities, talents, and
potential, enabling employees to take on broader roles and responsibilities within an
organization.
ii)TRAINING: It has a narrow scope as it is a part of development.
DEVELOPMENT: It has a broader scope as it includes training.
iii)TRAINING: It is a short-term process.
DEVELOPMENT: It is a long-term process as it is career oriented
iv)TRAINING: Training programs often adopt a structured approach with predefined learning
objectives and standardized curriculum. They are usually delivered through workshops,
seminars.
DEVELOPMENT: It takes a more individualized and customized approach. They may involve
personalized coaching, mentoring, job shadowing and self-directed learning opportunities.
v)TRAINING: Outcomes are typically measured by increased job proficiency, improved
performance
DEVELOPMENT: Outcomes are more long-term and strategic. Furthermore, they evaluated
based on an employees readiness to assume higher level responsibilities, leadership qualities
In conclusion, while both training and development aim to enhance employee capabilities,
training focuses on immediate job-related skills, while development focuses on overall growth
and career advancement. Moreover, combining both approaches is vital for organizations to
ensure a skilled and adaptable workforce capable of meeting present and future challenges.
b) Which between training and development is most important to Aldi and why?
Training is the most important to Aldi because, it provides employees with the necessary
knowledge and skills to perform their tasks and roles competently, It can also ensure that it has
training and development programmes in place to meet these needs, Aldi identifies future
training needs through an ongoing analysis of company performance in key areas at all level, It
also considers future developments within the business and within the grocery retail sector in
order to predict both the total numbers of staff it will need and, more crucially, the skills and
competencies that will be required.
c) Evaluate the different ways that Aldi attracts and trains new staff. Which of these do
you think is the most important route for Aldi? Give reasons for your answer. (10 marks)
This ranges from training instore to understand how the retail operation works to regional
office tasks such as logistics trading and financial planning
All new recruits go through a comprehensive structured training plan
New employees learn about the philosophy of Aldi and its expectations of them
This is important in making new employees quickly feel part of the Aldi family
This training will be appropriate to the role, so could be in a store or at an Aldi regional office.
SECTION D
a. Describe the difference between training and development. (3 marks)
The difference between training and development is that Training involves acquiring
new skills and knowledge about a current role. In contrast, Development relates to a
person’s potential to acquire wider capabilities. ASDA uses both to support its
mission and to benefit the business and colleagues.
b. Why might both training and development be needed? (2 marks)
Because they support its mission and benefit the business and colleagues
c. Explain why colleague retention is vital to ASDA. (5 marks)
Colleague retention is essential to ASDA company because;
i) It can help them prevent employee turnover- the number of workers who leave
their job on a certain period, either voluntarily or involuntarily
ii) Increased colleague productivity - where customers are served and satisfied
more quickly, this improves colleague efficiency
iii) It ensures sustainability, helps in cost reduction, Improves culture, and
Improthe ves high morale of workers- which leads to a more motivated team
(if colleagues are motivated to develop there are many opportunities open t o
them),the resulting sense of achievement that colleagues convey in their work
contributes to a positive corporate image.
iv) ASDA aims to fill 80% of appointments through internal promotion
v) Reduces costs and leads to higher profitability
d. Use the ASDA colleagues’ proanalyzeo analyse why training and development add
value to the business. (5 marks)
Appropriate investment in training and development ithe ncreases retention of colleagues
higher-performinger performing and productive teams, which in turn support ASDA's
growth and
expansion plans. The key benefits of ASDA’s trainin are seen in: a) increased colleague
productivity - where customers are served and satisfied more quickly, this improves
colleague efficiency, r,educes costs and leads to higher profitability, b) the qualiwell-
trained
well trained colleagues, A pleasurable shopping experience means customers are more
likely
to return to the stwhichto shop, this gives ASDA a competitive advantage, c) high morale
which
leads to a more motivated team (if colleagues are motivated to develop there are many
opportunities open to them),the resulting sense of achievement that colleagues convey in
their
work contributes to a positive corporate image, d) ASDA aims to fill 80% of
appointments
through internal promotion.
e. Evaluate the various methods that ASDA uses in its training anthe d development
program, justify why it uses so many, giving reasons for your answer (10 marks)
Training and developing individuals to take over leadership roles when existing senior
managers retire or leave:
i) Coaching: A colleague or external person provides advice and shares experience.
ii) On-the-job tis undertakenraining uorganizationthin the organisation whilst in the
course of doing the job.
iii) Off-the-job training: Training undertaken away from the workplace, e.g. block
release at college.
iv) Mentor: An experienced and trusted colleague gives advice and encouragement to
another colleague.
v) Multi-site coaching: improves an individual’s capability to coach across the range
of GSMs using different coaching conversations and styles.
