Training and Developing the Workforce: An Introduction
英语口语提升
A6HE 34
类黄酮Outcome 2
Asssor:
HND 2010barked
Candidate Name:
ID Number:
Total words: 1247
Submit Date:
英中翻译
Introduction
A G Bell Ltd is a call center rvice company. The company has high quality and high reputation. For every company, training is necessary and important. In order to achieve better company, this report will analys the national training framework and the training initiatives, the most important is through the analys to implementation the training initiatives.
Part 1 The national training framework英语答案
Training in a National Context it is widely written that employee development should not exist in isolation but should be actively involved in supporting the organisation to achieve its business objectives.良夜
精彩的电影The National Training Framework is made up of information from a number of sources, both government and the network of organizations, geared towards helping organizations and individuals to develop.
In Scotland, the Scottish Executive identifies key priorities for achieving business develop
ment. There are some agencies and training schemes offered nationally to support organisations.
1.Scottish Enterpri / Local Enterpri Companies
It consist of Scottish Enterpri and 12 Local Enterpri Companies. The key theme is learning and skills, to achieve this, the networks play key roles in meeting national targets for training and are responsible for the delivery of some national training schemes. Scottish Enterpri may provide funding for local initiatives aimed at achieving the government’s national targets for education and training. Many of the initiatives might include:
●Investors in people
●Modern apprenticeships
●National vocational qualifications
2.Sector Skills Councils
Sector Skills Councils are independent, strategic UK-wide organisations. They have responsibility for skills and workforce development of all tho employed in their ctors - from professional staff to tradesmen and women, administrative staff, support staff and other ancillary workers. They also cover all sizes of employer - from large firms to micro-business and the lf employed. Each SSC is an employer-led organisation that actively involves trade unions, professional bodies and other key stakeholders. They replace a network of over 70 National Training Organisations (NTOs). Collectively the SSCs form the Skills for Business Network, which is responsible for tackling the skills and productivity needs of the UK. The Sector Skills Development Agency (SSDA) is responsible for funding, supporting and monitoring the network of Sector Skills Councils. All SSCs are licend by the Secretary of State for Education and Skills, in consultation with Ministers in Scotland, Wales and Northern Ireland.
The four key goals are: Reduce skills gaps and shortages; Improve productivity; Increa opportunities for all individuals in the workforce and Improve learning supply. For the first time, SSCs give employers direct influence on training policy. Unlike the former National
Training Organisations, which were responsible only for apprenticeship training, Sector Skills Councils are looking at education and training at all levels, from apprenticeships to Masters Degrees.
advertimentPart 2 The training initiatives
rivera
I will choo three training initiatives to help the AG Bell company.
1. Investors in people
The Investors in Peoples Standards ts out a level of good practice for the training and development of people to achieve business goals. It provides a national framework for improving business performance and competitiveness. Organization working towards the Standard must show a planned approach to tting and communicating business objectives and developing people to meet the objectives.
The Investors in Peoples Standards is bad on four key principles:
Commitment: to invest in people to achieve business goals
Planning: how skill, individuals and teams are to be developed to achieve the goals
Action: taking action to develop and u necessary skill in well defined and continuing programme directly tied to business objectives
Evaluation: outcomes of training and development for individuals progress towards goals, the value achieved and future needs.
2. Get for work
Get for work is a training programme for young people who want to develop skills and equip themlves for the world of work. The scheme is designed to support young people move into a job, further training or college, by helping them focus on what they want to do, what’s the best job for them. Get Ready for Work also helps young people identify their individual needs and offer training in a number of skills.
