Answered: a. Analyse the similarities and…

Understanding Business

12th Edition

ISBN:9781259929434

Author:William Nickels

Publisher:William Nickels

Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment

Section: Chapter Questions

Problem 1CE

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Question

a. Analyse the similarities and differences between training and development. b. Which between training and development is most important to Aldi and why?

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.

(NEED ALL....THREE QUESTIONS. ....ATTEMPT IF YOU WILL PROVEDE ANSWERS For ALL THREE....THANKS)

The colleague is always on hand to answer any questions
or deal with any unexpected problems. For most on-the-
job training at Aldi stores, the store manager acts as the
trainer. A typical format is for the manager to explain a
process to the trainee, then to demonstrate it. The trainee
then carries out the process, while the manager observes.
Once the manager is happy that trainees are competent,
they can then carry out the process unaided. This process is
used, for example, to teach a store assistant how to
operate the till and to instruct a trainee manager how to
order stock accurately. All positions from apprentices
through to trainee area managers follow this type of
structured 'tell, show, do' training. Trainee area managers
also undergo job rotation. They have the opportunity to
experience all aspects of the business to give them a
complete overview of how Aldi operates. They can then
see how each department and business operation relates
to and links with other parts of the company and other
processes. Off-the-job training As the name suggests, off-
the-job training is provided away from the immediate
workplace. This might be at a specialist training centre or at
a college or at a company's own premises. This type of
training can be particularly useful for developing
transferable skills that can be used in many different parts
of the business. It may be used, for example, to train
employees in the use of new equipment and new methods
or to bring them up to date with changes in the. law.
Development Development is not the same as training.
Development focuses as much on personal growth as skills
that are directly related to the job. A development
programme is designed to make individuals more skilled,
more flexible in their approach and better qualified for their
chosen careers. Through a development programme,
employees can obtain transferable qualifications that
benefit the individuals concerned as well as the business.
This can have disadvantages for the business, as it gives
workers greater value in the job market. However, Aldi is
willing to take this risk as it believes in providing what is
best for its staff. Development options for apprentices
include working for various qualifications. Aldi has a fast-
track approach for graduates. Conclusion Aldi seeks to
provide its customers with quality products at prices that
provide value for money. It wants efficient operations, with
its stores staffed by people who are keen and competent.
Aldi's success is shown by the fact that it is expanding
rapidly. It is opening new stores and experiencing sales
growth that requires it to take on more staff. This means
that it needs to combine good recruitment policies with
robust selection processes. Staff are recruited from school
or college into Aldi's apprenticeship scheme or directly into
stores for positions from store assistant up to trainee Store
Manager.

Transcribed Image Text:Read the Following and Answer the questions that Follow: Aldi Introduction Aldi is a leading retailer with over 8,000 stores worldwide. It continues to expand in Europe, North America and Australia. The Aldi brand is associated with value for money. Its stores provide customers with a wide range of products. There is an emphasis on high quality products and providing excellent value for customers. Aldi's slogan is 'spend a little, live a lot'. It works hard to keep prices low for its customers. The company buys large quantities of products from carefully selected suppliers. Its buyers are experts who choose the best quality products at the most competitive prices. Training is the process of providing 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 levels. For example, the company monitors the availability of its products to the customer within its stores. If the level of availability drops below the targeted level then a programme of training on order accuracy would be undertaken. 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. Aldi's rapid expansion means that its current workforce cannot meet its future staffing requirements. The company will need to recruit more than 4,000 new members of staff within the next 12 months to meet the requirements of current exceptional sales growth and new store openings. To attract the best candidates, it offers industry-leading salaries at all levels. Aldi organizes high- leveltraining for recruits to all levels. For example, in their first year, graduate recruits receive training in all areas of the business. 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. On-the-job training On- the-job training is training that takes place while employees are actually working. It means that skills can be gained while trainees are carrying out their jobs. This benefits both employees and the business. Employees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day. The business benefits by ensuring that the training is specific to the job. It also does not have to meet the additional costs of providing off-the-job training or losing working time. There are several methods of providing on-the-job training. Four frequently used methods are briefly described here: • Coaching - an experienced member of staff will help trainees learn skills and processes through providing instructions or demonstrations (or both). Mentoring - each trainee is allocated to an established member of staff who acts as a guide and helper. A mentor usually offers more personal support than a coach, although the terms 'mentor' and 'coach' are often used interchangeably. Job rotation - this is where members of staff rotate roles or tasks so that they gain experience of a full range of jobs. 'Sitting next to Nellie' - this describes the process of working alongside a colleague to observe and learn the skills needed for a particular process. This can be a faster and more useful way of learning a job role than studying a written manual.

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