Syllabus: Pearson Edexcel GCSE Business
Module: Making Human Resource Decisions
Lesson: 2.5.3 Effective Training and Development

Introduction

Effective training and development form a critical component of the Pearson Edexcel GCSE Business curriculum, specifically within the Making Human Resource Decisions module (2.5.3). This topic explores how businesses ensure their employees have the necessary skills and knowledge to perform their roles effectively, contributing to overall business success.

For students to develop a comprehensive understanding of business operations, they need to recognise how training and development impact productivity, motivation, and staff retention. The approaches a business adopts can significantly influence its ability to achieve objectives, adapt to change, and maintain competitive advantage.

Understanding effective training and development connects directly to other areas of the syllabus, particularly organisational structures, recruitment, and motivation. As businesses evolve and face new challenges, their training needs often change, making this a dynamic and relevant topic for students exploring how businesses function in the real world.

Key Concepts

According to the Pearson Edexcel specification, students need to understand different types of training and development, their benefits, and how they contribute to business success. This includes:

• Different Types of Training and Development

  • Formal training is structured with specific objectives and is often delivered outside the business by experts. Examples include certificated courses and apprenticeships. While this provides high-quality training and allows employees to focus on learning away from workplace distractions, it can be expensive and requires staff to be away from their regular duties.

  • Informal training is less structured and takes place as and when required, usually during working hours within the business. Examples include observing or shadowing other employees. This approach is quick, inexpensive, and focused on specific business needs, but relies heavily on the expertise and communication skills of the trainer.

  • Self-learning involves employees studying or practising skills without the presence of a teacher or trainer. This can take place outside normal working hours and, if online, can be undertaken anywhere. While this allows workers to learn at their own pace, feedback is not immediate, and trainees cannot easily ask questions.

  • Induction training is provided to new employees to familiarise them with the business, its policies, procedures, and their specific role. This helps new staff integrate quickly and understand what is expected of them.

  • Ongoing training is provided throughout an employee’s career to continuously improve productivity and ensure workers stay up to date with working practices. This allows skills to be improved and reminds employees of business priorities.

• Benefits of Training and Development

  • Increased productivity as well-trained staff work more efficiently
  • Staff feeling valued when a business invests in their development
  • Greater flexibility and resilience in the face of change
  • Improved motivation leading to better performance
  • Enhanced staff retention, reducing recruitment costs
  • Better quality products or services
  • Reduced supervision requirements as staff become more competent
  • Improved ability to adapt to technological changes

• Target Setting and Performance Reviews

  • Targets are negotiated between employees and supervisors to ensure alignment with business objectives
  • Progress towards targets and further training needs are discussed during performance review meetings, usually held annually
  • Successful completion of training can support applications for promotion or increased pay
  • Performance management processes help identify skills gaps and development needs

• Retraining for New Technology

  • Technology is constantly evolving, requiring businesses to train employees on new machinery, software, and ways of working
  • Different businesses require different types of technology training, from operating self-service checkouts to using industrial robots
  • Effective technology training makes employees more efficient and skilled in their roles
  • Training for new technology can improve both motivation and retention
  • Ultimately, effective technology training improves business performance

Real-World Relevance

Effective training and development have significant real-world implications for business success, efficiency, and culture. Consider these examples:

McDonald’s has developed a comprehensive training programme that combines formal and informal approaches. New employees receive structured induction training covering food safety, customer service, and operating equipment. The company also offers ongoing development through its “Hamburger University,” which provides management training. This investment in training has contributed to consistent service quality across thousands of restaurants worldwide and created clear career progression paths for employees.

Technology companies like Microsoft have embraced digital learning platforms to deliver training at scale. Their Microsoft Learn platform offers self-paced online courses that allow employees to develop skills in areas such as cloud computing, artificial intelligence, and cybersecurity. This approach enables continuous learning while minimising disruption to daily work and accommodating different learning styles.

The COVID-19 pandemic significantly impacted training delivery across many businesses. Companies like Tesco rapidly shifted to virtual training methods when face-to-face sessions became impossible. They developed online modules for new staff and used video conferencing for team briefings. This demonstrated how businesses must adapt their training approaches to changing circumstances while still effectively developing their workforce.

Small businesses face different training challenges compared to large corporations. Local independent retailers often rely on informal, on-the-job training rather than formal programmes. For example, a family-run bakery might train new staff through shadowing experienced bakers, with immediate feedback and hands-on practice. This approach can be cost-effective and tailored to specific business needs but may lack the structure and breadth of more formal training.

The John Lewis Partnership demonstrates how training can support business values and culture. Their comprehensive training programme emphasises customer service and the partnership model, where employees (called Partners) share in the company’s profits. By investing in Partner development, John Lewis reinforces its distinctive approach to business and maintains high service standards, which are central to its brand identity.

How It’s Assessed

In Pearson Edexcel GCSE Business examinations, understanding of effective training and development is assessed through various question types that test students’ knowledge, application, analysis, and evaluation skills.

• Multiple-Choice and Short-Answer Questions

  • Identification of different types of training methods
  • Definition of key terms such as ‘induction training’ or ‘self-learning’
  • Explanation of the benefits of training and development

• Data Response Questions

  • Analysis of training data to identify patterns or issues
  • Application of knowledge to explain why a business might choose a particular training method
  • Evaluation of the suitability of different training approaches for specific business scenarios

• Extended Response Questions

  • Analysis of the advantages and disadvantages of different training methods
  • Evaluation of how business context might influence training decisions
  • Justified recommendations for appropriate training strategies based on business needs

Students should be familiar with command words such as: – “Identify” – recognise and select relevant information from data – “Explain” – clarify how or why something is the case – “Analyse” – examine in detail, breaking down information to interpret meaning – “Evaluate” – make a judgement based on criteria, balancing different perspectives – “Recommend” – suggest an appropriate course of action with justification

A typical examination scenario might present students with information about a business facing performance issues and ask them to evaluate which training approach would be most appropriate. Students would need to consider factors such as the business’s size, budget constraints, the nature of the skills gap, and the urgency of the situation in their response.

Enterprise Skills Integration

Understanding effective training and development naturally develops several key enterprise skills that are valuable both academically and in the workplace:

• Problem-Solving Students develop the ability to identify appropriate training methods for different scenarios. For example, recognising that a retail business introducing new payment technology might benefit from a combination of formal training for managers and on-the-job training for sales staff. This analytical approach to matching training methods to business needs is a valuable problem-solving skill.

• Decision-Making Evaluating the cost-benefit of training investments requires students to weigh multiple factors and consider trade-offs. This structured approach to decision-making, considering both short and long-term implications, is essential for effective business management.

• Communication Understanding how training improves workplace communication helps students appreciate the importance of clear information sharing. They learn how poor communication can lead to inefficiencies and mistakes, developing awareness of effective communication strategies.

• Analytical Skills Comparing different training approaches strengthens students’ ability to analyse options based on specific criteria. These analytical skills transfer across subjects and are highly valued in higher education and employment.

• Evaluation Skills Assessing the effectiveness of training programmes develops students’ ability to make judgements based on evidence. They learn to evaluate outcomes against objectives, a skill that underpins effective decision-making in many contexts.

These enterprise skills can be developed through classroom activities such as role-playing training scenarios, designing training programmes for fictional businesses, or evaluating case studies of successful and unsuccessful training initiatives.

Careers Links

Understanding effective training and development is relevant to numerous career paths, aligning with Gatsby Benchmarks 4 (linking curriculum learning to careers) and 5 (encounters with employers and employees):

• Learning and Development Specialist These professionals design, deliver, and evaluate training programmes within organisations. They need to understand different training methods, adult learning principles, and how to measure training effectiveness. Average salary: £30,000-£45,000.

• Human Resources Manager HR managers oversee all aspects of people management, including training and development. They need to understand how training contributes to business objectives and employee satisfaction. Average salary: £35,000-£50,000.

• Training Consultant Training consultants work with multiple organisations to identify training needs and develop appropriate solutions. They need strong analytical skills and the ability to tailor approaches to different business contexts. Average salary: £40,000-£60,000.

• E-Learning Developer These specialists create digital training content, including interactive modules, videos, and assessments. They combine technical skills with an understanding of how people learn effectively online. Average salary: £30,000-£45,000.

• Corporate Trainer Corporate trainers deliver training sessions across a range of topics, from technical skills to leadership development. They need excellent presentation and facilitation skills, as well as subject matter expertise. Average salary: £25,000-£35,000.

Bringing these career connections into the classroom might involve: – Inviting L&D professionals to discuss their role in designing training programmes – Arranging workplace visits to observe training activities in action – Creating case studies based on local businesses’ training approaches – Developing project work where students design training plans for real or fictional businesses

Teaching Notes

• Common Misconceptions Students often assume that formal training is always better than informal, without recognising the benefits of on-the-job learning. There’s a tendency to view training as a one-time event rather than an ongoing process. Students may struggle to understand that training needs vary significantly between different types of businesses, roles, and individuals. The relationship between training, motivation, and retention is frequently oversimplified.

• Effective Teaching Strategies Use real training materials and case studies to help students understand different approaches. Create simulated training scenarios where students experience both trainer and trainee perspectives. Compare and contrast training methods across different business contexts to highlight why approaches vary. Use role-play exercises to demonstrate effective and ineffective training techniques.

• Classroom Activities “Training Needs Analysis”: Provide students with a business scenario and ask them to identify training needs and appropriate methods. “Training Programme Design”: Have students create a training plan for a specific role, including objectives, methods, and evaluation. “Cost-Benefit Analysis”: Ask students to calculate the potential costs and benefits of different training approaches. “Training Method Debate”: Divide the class to argue for either formal or informal training in a specific scenario.

• Extension Activities Explore how artificial intelligence is changing training delivery. Investigate how businesses measure return on investment from training. Research how multinational companies adapt their training approaches across different countries. Analyse how training needs change throughout an employee’s career journey.

• Cross-Curricular Connections ICT: Using technology for e-learning and virtual training. Psychology: Understanding how people learn and retain information. Mathematics: Calculating training costs and potential returns. English: Creating effective training materials and presentations.