Developing Organisational Capacity (ALDI) Essay

Developing Organisational Capacity (ALDI) - Essay Example An efficient training and development program for a company involves systematic steps and procedures before, during, and after the training process, which must be adhered to, in order to achieve the objectives of the training and development process (Hameed & Waheed 2011). Before undertaking training, a company ought to ensure that it creates a conducive environment for training and that it is able to sustain the training process. During training, it is important that the mind of the trainee is transformed in order to ensure utilization of training knowledge. On the other hand, after training, a company ought to ensure that the trainees have gained the necessary knowledge and skills. In addition, it is important to evaluate the training strategies and tools to ensure their effectiveness in future (Hameed & Waheed 2011). Overall, the HRM of a company must ensure effectiveness in is practice and strategies, to achieve company goals. Analysis of the Training and Development Processes at Aldi Aldi is one of the companies that are committed to training and development of their employees. This company follows systematic process in training and developing its employees (Brandes & Brandes 2012). ... This ensures that a company has the appropriate number of employees, with the relevant skills for their job. Workforce planning is also important as it helps in the identification of gaps in the skills of employees, and addressing them in order to achieve goals (Brandes & Brandes 2012). Since Aldi plans to expand by opening more stores, it is important that the company perform an analysis of the skills that employees will need to have. In addition, the type of training to be undertaken by employees also will need to be decided. This will help Aldi to sustain its competitiveness in the market, since the company will have employees with the right skills, thus minimal knowledge and skills gap. In addition, this will help the company fill any gaps created within its workforce due to promotions of some employees in the company (Brandes & Brandes 2012). Aldi also ensures that it employs the right people by specifying the job requirements in their vacancy advertisements. Job descriptions fo r employees, which are well developed, serve as a tool for communication. These bear the responsibilities of the employee, the qualifications, and experience, as well as the relationships of the specified job with other job positions (Hameed & Waheed 2011). This therefore, helps to give the applicant a direction and determines to them whether they are relevant for the job or not. This also communicates the employer’s expectations of the potential employee. Nonetheless, this is important for both the company and the employees. For employees, it gives them directions about what is expected of them in the job. For the company, this ensures that the right candidates, with relevant skills are