Developing skills in a large organisation through training and development
A National Grid case study

Page 1: Introduction

Listen to page 1

National Grid is one of the world's largest utilities. It focuses on the delivery of energy (gas and electricity) safely, reliably, responsibly and efficiently. The networks include: around 4,500 miles of overhead power lines 340 electricity substations 4,300 miles of high pressure gas pipelines around 80,000 miles of distribution pipes delivering gas to 11 million meters. The skills of...
Read full page

Page 2: Workforce planning and identifying training needs

Listen to page 2
[audio= planning and identifying training needs]

Workforce planning Workforce planning involves making sure that the organisation has the right skills to meet its current and future needs. For example, this might include identifying how many highly qualified engineers National Grid needs in the period 2007-2010. It is then possible to identify whether the company needs to recruit additional specialist engineers from outside the organisation...
Read full page

Page 3: On-the-job training

Listen to page 3
[audio= training]

On-the-job training is valuable where realism is essential. It is a particularly good way of developing technical skills. During on-the-job training, a colleague or supervisor guides the employee through tasks and processes so that the employee knows how to perform the task and to what standard. Typically, the supervisor observes the trainees while they perform their duties. After observation, the...
Read full page

Page 4: Off-the-job training

Listen to page 4
[audio= training]

This is any form of training which takes place away from the immediate workplace. Off-the-job training includes more general skills and knowledge useful for work, as well as job-specific training. Training may be provided by specialist trainers working for National Grid or by an outside company hired to help with training. Off-the-job training is particularly effective for non-technical skills, as...
Read full page

Page 5: Development

Listen to page 5

Development is the process of supporting the improvement of a person in line with individual needs and business requirements. At National Grid, development does not end when a training scheme ends. National Grid's culture promotes the continuing development of its staff. Development reviews During the year, employees have development reviews. A development review involves an individual sitting...
Read full page

Page 6: Conclusion

Listen to page 6

National Grid is a large organisation that plays a vital role in transporting energy to every home and business in Britain. It needs new people and needs to develop its existing people to meet the challenges of the energy industry. Workforce planninginvolves identifying the skills the organisation requires both now and for the future. Training and development plays an important part in helping...
Read full page

Related: Harrods
Case studies in Business Case Studies


You can download resources for this case study below


Subscribe to our business studies newsletter for current business news including lesson plans and activity ideas.