Leadership and management

Analyzing various steps in leadership management

Intorduction to Leadership Management

For every organization in terms of successful functioning it is required that effective leadership and management strategies are implemented (Vaccaro and et. al., 2012). This report is based on studying the utility of management in allocation of budgets for the training and development in an organization like Asda, for improving skills of its people. Further this study also analyses the various steps involved in implementing training and development in the organization.

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Task 1

Maintaining training budgets in economic recession and its involvement in attaining business objectives

Training is one of the most necessary component of an organization to be included in terms of managing its efficiency and manage continues learning. It is very significant for every organization to manage effective training sessions and include it as an important responsibility up to managers in organizing these events from time to time. Training is required by an organization like Asda to improve the knowledge, skills and attitudes of the employees and manage them to learn new things that can be useful for them in performing their duties (Deveau and McGill, 2014). This is also a part of organizations’ strategic planning that involves the managers and leaders to manage allocation of budget for these activities. In this economic recession it has been becoming significant for the companies like Asda to save their costs and manage effective profit margins. Despite of saving costs as an objective, another goal of the company is to manage the efficiency of its operations. In maintaining efficiency in operations and batter performance of the company, it is required to provide better customer service that is further related with the employees and their skills to work in the stores.

The staff of Asda must ensure that they entertain each and every request and complaint of their customers along with provides a service that helps in fulfilment of expectations of the visitors (Ghosh and, 2012).

The most important thing that the managers can do in managing better performance of Asda in the market is by providing better knowledge and skills training to its customers. This would involve including training among one of the necessary objectives of the company and its strategic plans and also allocate adequate funds to provide employee training. There are various types of skills that can be imparted to the employees of Asda involving social skills, technical skills and better marketing skills to attract the customers. There are several other training methods that can be used by the managers in facilitating better knowledge among Asda staff that may involve techniques like job rotation, distance training, computer based trainings, management games, mentoring and coaching and also through lectures, conferences and seminars (Harris and, 2014). It can be seen that there are number of factors causing pressures to the economy and therefore the functioning of the firm. One such pressure involves economic recession that has been acting against the firm’s competitiveness and profit margins. Asda also has pressures from top management to reduce its costs and bring better chances to improve margins, earn better customers and more revenues through improved performance and service. This cutting of costs due to recession involves the managers to take the most obvious measure of reducing investments in training. But this can be hazardous for Asda’s growth and development in the industry that may also bring the company to a lower edge in recession times among fierce competitive pressures (Achua and Lussier, 2012).

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Considering Asda in managing training within its organizations, facts have been describing that it manages training and development as never ending processes of the company.They have been taking this aspect of management as most significant in terms of meeting its objectives.One aspect of its goals includes managing effective value through its service by fulfilling customer’s expectations. There are various ways in which Asda has been taking part in providing useful training programs top its employees (Rao, 2009). As an example of one such technique is succession planning that is done within the organizations to train the potential employees to acquire higher positions n the company in upcoming years. Such types of set ups involve lower investments along with higher benefits in long terms perspectives. Asda has also been involved in providing options for sharing of knowledge through internet and technology that is helpful for the employees to manage their learning within the organization. Furthermore there are number of training sessions from time to time and has been arranging stores of learning (SOLs) within the company that are dedicated towards employee development (Laird, Holton and Naquin, 2003). These stores are aimed at providing different types of training in technology and behaviour like for example it is important for managers to train its marketing staff with latest marketing skills and behaviour as per the changing market trends. By arranging these training programs in Asda, managers are able to manage benefits of increase in productivity that in turn manages its costs in the times of recession. Further as the training improves Knowledge, skills and attitudes of employees, the quality of service improves thereby retaining more customers and achieving satisfaction (Coetzee, 2007). The employees are also well motivated through trainings that help them to remain sustained with Asda and work with better commitment and loyalty.

Task 2

A systematic approach to learning and development within an organisation

In understanding the requirement of training for an organization it is required to understand the need of it and ways that it can be implemented amongst the employees. It is all about managing a proper combination of skills, knowledge and attitudes for an employee that will in performing the job role effectively. By imparting proper and timey training to the staff at Asda, the company can achieve its goals of improving the overall performance by enhancing the knowledge and skills (Thackwray, 2014). Further this will also help the staff at Asda to develop better capabilities to deal with organizational as well as competitive challenges at their job. Training is basically aimed at improving the capabilities of staff to manage their performance as per the current job requirements. There are various approaches that help the organization in meeting the training objectives. The model of systematic approach to training defines the following steps:

Analysis: At this stage the manager is required to determine the needs of training for all the employees by analysing their skills and behaviour as per the job requirements. This requires comparing the organizational and individual goals and the gap between the two that could be fulfilled with the help of training. This is important as inappropriate analysis of the skills will bring inefficiency in performance and make the complete training program to be useless (Iqbal, Malik and Khan, 2012).

Design: This is the second stage that requires utilizing the facts that have been collected in analysing the training needs of employees at Asda. Here specific objectives of training are formulated that are to be aligned with the aims and objectives of Asda. At this stage training programs are designed along with methods and location of training to be carried out.

Development:This phase is usually related with carrying out better analysis of the raining requirements in terms of resources and making appropriate arrangements to carry out the training programs. These developments may involve testing all the set up, its effectiveness for the staff and preparing extra copies understanding number of employees participating in the whole task (Systematic Approach to Training (SAT): Who Does What? – Part I, 2009).

Implementation: This is one among the significant stages that sees the actual application of the training programs designed for the employees. Here all the objectives of training, along with resources and activities are aligned to impart training to employees. Here the staff at Asda would be made to learn and acquire new knowledge and skill that may be useful for them in performing their job roles.

Evaluation: This is the final step that is necessary to be conducted to measure the effectiveness of training programs and techniques conducted for the employees. The evaluation is usually done by analysing the company’s goals and objectives and the improved levels of performance of employees in achieving the targets after training.This would help in measuring the effectiveness of training imparted to employees at Asda (Al‐Athari and Zairi, 2002).

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Further in evaluating the training, there are various ways that will help in assessing the effectiveness of training programs and methods designed for the employees at Asda. This would involve:

Improved productivity: When Asda could find an improvement in the overall performance and increase in the productivity of employees after imparting particular skills training etc, the success of the training could be realised.

Satisfied customers: After assessing that the customers at Asda are quite satisfied by the quality and service that is observed after the training, this can prove the relevance and success of the training sessions for the company.

Reduction in complaints: In analysing the success of training that has been facilitated in the company, reduced complaints are also factors that are expected outcomes of training programs (Griffin, 2012).


There are various aspects of facilitating better learning and development in an organization. Training is a necessary part of company’s management that requires the managers to understand the training needs and design programs to manage the capabilities of staff. This report describes the need of involving training in the strategy of Asda and allocating budgets for it even in economic recession times. Further this also involves studying systematic approach towards training for the company and evaluating the effectiveness of training for Asda.


  • Al‐Athari, A. and Zairi, M., 2002. Training evaluation: an empirical study in Kuwait. Journal of European Industrial Training.
  • Ghosh, P. and, 2012. Towards more effective training programmes: a study of trainer attributes. Industrial and Commercial Training.
  • Griffin, R., 2012. A practitioner friendly and scientifically robust training evaluation approach. Journal of Workplace Learning.
  • Harris, B. T. and, 2014. Do trainer style and learner orientation predict training outcomes? Journal of Workplace Learning.
  • Vaccaro, I. G. and et. al., 2012. Management innovation and leadership: the moderating role of organizational size. Journal of Management Studies.
  • Achua, C. and Lussier, R., 2012. Leadership: Theory, Application, & Skill Development. 5th ed. Cengage Learning.
  • Coetzee, M., 2007. Practising Education, Training and Development in South African Organisations. Juta and Company Ltd.
  • Laird, D., Holton, F. E. and Naquin, S. S., 2003. Approaches To Training And Development: Third Edition Revised And Updated. Basic Books.
  • Rao, L. P., 2009. Enriching Human Capital Through Training & Development. Excel Books India.
  • Thackwray, B., 2014. The Effective Evaluation of Training and Development in Higher Education. Routledge.
  • Systematic Approach to Training (SAT): Who Does What? – Part I, 2009.
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