Performance Management, Training and Development: A Comprehensive Guide
Performance Management and Appraisal
Performance management (PM) is a goal-oriented process designed to ensure that organizational processes are in place to maximize the productivity of employees, teams, and ultimately, the organization.
Uses of Performance Appraisal
- Human Resource Planning: Data is used to identify potential candidates for promotion or other internal employee relations.
- Training and Development: Deficiencies are identified to develop programs that build on strengths and minimize weaknesses.
- Career Planning and Development: Data is essential for assessing strengths, weaknesses, and potential.
- Compensation Programs: A reliable PA system is used to reward the most productive workers and teams.
- Internal Employee Relations: Data is used for decisions on promotion, demotion, termination, layoff, and transfer.
- Assessment of Employee Potential: Some organizations assess potential during performance appraisals.
Training and Development
Training and development (T&D) is crucial for improving employee competency and organizational performance.
Training
Training provides learners with the knowledge and skills needed for their current jobs.
TRAINING AND DEVELOPMENT PROCESS
Objectives can range from specific supervisory skills to broad management skills.
Training and Development Needs Assessment
Helps companies determine the necessity of training.
Organizational Analysis
Focuses on the firm’s strategic mission, goals, and corporate plans.
Task Analysis
Focuses on the tasks required to achieve the firm’s purposes.
Person Analysis
Focuses on identifying training needs, such as who needs training, what they need to improve, and the necessary knowledge, skills, and abilities (KSAs).
Training Methods
CLASSROOM METHOD
The instructor physically teaches students in a classroom setting.
E-LEARNING
Online instruction using technology-based methods such as DVDs, company intranets, and the Internet.
CASE STUDY
Trainees study information and make decisions based on it.
BEHAVIOR MODELING AND TWEETING
Learners copy or replicate the behaviors of others.
ROLE-PLAYING
Participants respond to specific problems by acting out real-world situations.
TRAINING GAMES
Games aid in the group dynamic process.
CAREERS AND CAREER PATHS
Career
A general course that a person chooses to pursue throughout their working life.
Career Path
A flexible line of movement through which a person may travel during their work life.
Traditional Career Path
Employee progresses vertically upward in the organization from one specific job to the next.
Network Career Path
Contains both a vertical sequence of jobs and a series of horizontal opportunities.
Lateral Skill Path
Allows for lateral moves within the firm to revitalize employees and provide new challenges.
Dual-Career Path
Recognizes that technical specialists can contribute their expertise without becoming managers.
Adding Value
Adding value to your career is a logical and realistic career path in today’s rapidly changing world.