Identify and analyse the relationship between the business’s training

Identify and analyse the relationship between the business’s training

and development programme and its management of performance and

explain how these two functions may be influenced by different

motivational theories

HSBC puts a lot of emphasis on providing excellent training and

development programmes. HSBC believe that it is this quality of

training that has enabled them to become a successful organisation.

The training programmes are usually carried out in a consistent and

formal way. HSBC believe that this is a key way of motivating their

employees.

Ø Training and Development

The main aim of training and development at HSBC is to develop and

improve the employees within the company.

Delivery

The training cycle above shows that there are four different areas

that need to be looked at (needs analysis, evaluation, delivery and

design). These are the four most important factors that contribute to

the success of the training programme.

Using this cycle HSBC put a very specific training programme in place

that all employees must follow while at the company. The programmes is

as follows:

1) Induction Training

2) Job Specific Training

3) Personal Development

Ø Performance Management

The link between Training and Development and Performance Management

For the training and development to be successful, performance

management is needed to help each factor work effectively. Performance

management enables employees to set individual objectives and the

training and development aids them in meeting each one. This process

is ongoing and HSBC has three stages of training and development that

each employee must carry out. These three stages link to the training

and development and performance of employees in the following ways:

- Induction Training – these needs are recognised and then and planned

out using performance management.

- Job Specific Training – here the needs are also recognised and

planned using performance management. After employees complete the

training efficiency, accuracy and quality are analysed through

performance management.

- Personal Development – needs are identified and planned through

performance management. There are various types of training an

employee can use to develop himself/herself. Each employee recognises

his or her individual training needs through performance management.

After doing the training they feel it has not been effective then

other methods of training will be looked at.

The initial step of the training programme needs to be analysed. Here

performance management is essential because management need to

recognise the needs and requirements of the employee. This is a

further example of the link between performance management and

training and development.

The next step is design. This involves discussion on the type of

training that will be applied to the employee. The third and fourth

stages of the cycle are Delivery and Evaluation and bring the process