For any organization to succeed in the current competitive environment, training and development are crucial approaches organizations use to enhance and sustain the capabilities of their labour force. Additionally, training is a process of equipping employees with skills and abilities, while development is a process of improving the personality and attitudes of the employees in an organization. This essay aims to describe the training and performance appraisal process and the strength and weaknesses of each process.
The training process follows a well-planned guide that should be adopted before deciding on the type of training. First, need assessment is the initial stage that analyzes the long-term organization requirements versus employee expectations. Secondly, the organization clearly defines the goals and objectives of training as the foundation of training initiatives. Thirdly, the organization should consider the factors needed before designing a training program. Finally, it is time to put the training into action. This can be done by creating a conducive environment for the trainees to apply the skills practically.
On the other hand, performance appraisal follows a structured process that includes; setting up performance standards; this is the initial step in the process of performance appraisal that involves the establishment of the standards, which will be used as a bottom line of measuring the actual performance of the employees. Secondly, the organization must communicate the standards through management to all employees. Thirdly, measuring the same performance is the most challenging aspect of the performance appraisal process. This involves measuring employees’ work and performance during a particular period. Finally, comparing the work done with desired performance. This involves evaluating and analyzing the work done versus the desired performance to see if the employees met the standard. To sum up, training and analyzing performance should follow a structured process for an organization to realize its success.
However, the training and performance appraisal process has its weaknesses and strengths. One strength of performance appraisal is personal traits, including work ethic, integrity, and business ethics. High levels of ethics and integrity demonstrated by employees helps them gain the trust of other employees. In addition, one weakness of performance appraisal is the evaluator’s attitude; the manager who is strict toward employees may give low ratings to employees despite a good performance from employees. Moreover, the strength of the training process helps maintain knowledge and skills. Regular training of employees helps retain skills and knowledge that help the organization maintain a high level of knowledge and skills. In addition, one weakness of the training process includes a lack of enough time due to daily operations where an organization does not have enough time to train employees. As a result, the employee does not know all they are supposed to know to become successful. In a nutshell, organizations should develop mechanisms for identifying the strength and weaknesses of employees to use them for the development and success of the organization (Herbert et al., 2020).
Organizations should allocate more time to train employees with the requisite skills for the success of an organization. Additionally, managers should change their mindset and attitude towards employees to create a conducive environment for employees to be productive and contribute to the organization’s success.
In conclusion, the training and performance appraisal process enable an organization to track the progress and development of the organization. The strength and weaknesses of the training process should encourage employers to identify areas of improvement and put measures in place to maximize the organization’s success.
Herbert, G. R., & Doverspike, D. (2020). Performance appraisal in the training needs analysis process: a review and critique. Public Personnel Management, 19(3), 253–270. https://journals.sagepub.com/doi/abs/10.1177/009102609001900303