1. Introduction:

In this modern, dynamic world of business management and leadership any established business that has been going sound for decades with large staff base is bound to have staff development issues especially where the entry level skills or qualification sets are relatively low such as the retail, wholesale and trading companies compared to other professional, financial or technical industries. It is very likely that staffs that have been in the job in the same position for a long period of time can face development obstacles such as complacency, office politics, lack of aspiration etc., and as a result there is a tendency of losing talented staff leading to reduced staff productivity. The challenge is to create a culture of …show more content…
Metcash Trading Limited (Accounts Payable Department)

From its origins in 1920 as a family owned corner store, Metcash has grown to become Australia’s leading wholesale distribution and marketing company specializing in grocery, fresh produce, liquor, hardware, automotive parts and other fast moving consumer goods. Metcash’s customers are, predominantly, independently owned grocery and liquor stores, but also include hardware and automotive part stores, which operate under our portfolio of brands including: IGA, Mitre 10, Cellarbrations and Autobarn. (Information above copied from Metcash Website 2015) (1) Metcash has over 6000 employees. The company believes that its success lies in its values, its vision, its model and its markets. The customers, suppliers, employees and the local community are the stakeholders of this company. Metcash relies heavily on its suppliers to run the business.

The Accounts Payable (AP) Department handles the payment of the suppliers. The smooth work flow in this department is very important as suppliers are important stakeholder of the Company. However there are some issues affecting the work flow of AP which needs sorting …show more content…
To improve the quality of work, new technologically advanced systems are being introduced and the department is now facing a daunting challenge of training the staff to make the team productive. The majority of staff are close to their retirement age and have no aspiration to grow further in their career, which is evident from these staff making regular sick calls, doing the same job for years without willing to learning anything new. The team leaders are not training junior staff effectively and hence they are getting frustrated, as their enthusiasm is not encouraged. Talented young staff are leaving the department or joining other companies with development opportunities. As stated by Laura Walter, in her article, ‘Training the Older Worker’:
Older employees offer many benefits to the workplace, including experience, loyalty and a strong work ethic. But when it comes to training the older worker, employers may need to make some special considerations (Walter