Week $9$ Activity $1$

Case study: When training harms

George Sibanda is the director in charge of Human Resource Planning in the Department of Human Settlements. The Department has liberal policies regarding employee training and development. Three of Sibanda's employees submitted requests to attend a training programme that will require them to travel from Pretoria to Cape Town and be away from the job for two consecutive weeks.

Jane is one of Sibanda's best workers and one whom he has in line for future promotion. She has never attended any training programmes conducted away from the Department. Because of the heavy workload in Sibanda's Department and his dependence on Jane, he feels that he cannot spare her for the two$-$week training programme. Sibanda talks to Jane and explains why her request cannot be approved. He mentioned how important she is to the Department and how he has plans for her future promotion.

Kate is average in her work performance and is not currently in line for future promotion. She has attended one three$-$day seminar on data processing, approximately one year ago. After considerable discussion with Kate, Sibanda approves her request for the two$-$week training programme.

Nathan is a big talker and somewhat of a troublemaker. He is also not a competent worker. Nathan constantly requests approval to attend various training programmes. He has attended two one$-$week seminars in the past nine months. Since Nathan can do very little to ease the burden of the heavy workload in the Department, Sibanda approves his request for the two$-$week training programme.

Following Sibanda's decisions regarding Jane, Kate and Nathan, he notices that there is considerable discontent among other employees in his Department. Then Jane requests a lateral transfer to another department.

Discussion questions :

What is the purpose of training and development?

What can Sibanda do about Jane's request for a lateral transfer?

What do you think is causing the other employees' discontent?

What can Sibanda do about their discontent? $-$ What possible solutions could you provide to this situation?

What can be learned from an analysis of Sibanda's training practices?