Introduction
Training & development, as well as performance appraisal practices, have been gaining increased attention within the research and business development context. Performance appraisal and training & development are part of human resource management and are mainly practiced with the ultimate of measuring and improving performance as well as providing job-related knowledge to the employees, respectively. The paper assesses areas of improving performance appraisal and training & development.
Training and Development Analysis
Steps of the New Hire Training Process
Effective training commences well before a trainer’s delivery and progresses after the training session comes to an end. When training a newly hired employee, steps involved in the training process include employee orientation. Once they are employed, it is essential to welcome and help understand the firm’s policies and learn the specific job they will execute. The second step is inhouse-training whereby the employees is taught several topics like ethics, communication strategy, management and customer service (Zahra et al., 2014). Mentoring is the third step, and, in this case, a new employee is introduced to a mentor who shows him how to execute the duties and fit in the organizational culture practiced by the firm. External training is the last step and involves attending seminars or conferences for leadership development.
Evaluating the Training Needs
Identifying the workers’ training needs is the foundation for the entire training. Therefore, HRM manager needs to get the right evaluation training needs of employees involves deciding what one is trying to achieve Rodriguez & Walters, 2017). The firm’s goals and objectives easily help one to decide. Secondly, there is a need to identify the skills, knowledge, and abilities needed for meeting objectives. Thirds, figuring out staff know helps in designing effective training programs.
Ensuring training is Effective
One of the ways that guarantee effective training is the practice of concepts. Therefore, the trainees need to practice what has been taught in the course of training to gauge if they grasped the concepts as expected (Zahra et al., 2014). Besides, adapting to the trainees’ needs also helps in ensuring everyone understands the concepts taught.
The kind of data to rely on include trainees’ reactions, which one can observe, their feedback concerning the entire training, and the behavior change based on training. The trained employees should showcase a difference in how they deliver their work after grasping new skills.
Considerations for Employee Learning Styles
By identifying the learning styles of employees, one can easily play to their strengths as well as permit them to grasp skills and knowledge in a manner that is easy for them. Therefore, one needs to inquire which learning styles the employees prefer (Rodriguez & Walters, 2017). Secondly, the HRM manager needs to consider the learning style that can help those on training to gain the lacking skills and knowledge.
Future Training and Development Be Impacted Through Human Resource Planning
The firm wishes to have effective ways of training employees in the future. A good example is benchmarking and providing the employees with concepts that help increase productivity and compete with rivals effectively.
A Plan to Shape Employee Behavior Within Your Organization
Yes. There is a dire need to shape employees’ behavior to ensure they adapt to the modern world whereby they can work remotely and still execute their tasks accordingly.
Performance Appraisal Analysis
Best Practices When Planning for Employee Performance Appraisals
Evaluating all the performance appraisal methods to see which ones can effectively fit and provide the expected results. Secondly, there is a need to evaluate objective and expected results.
Performance Methods
Appraisal methods include 360-degree feedback, managerial reviews, self-appraisals, peer review, and management by objective. While appraising employees, 360-degree and peer reviews will be relied upon. These methods are easier to conduct, evaluate everyone, and increase self-awareness.
Two of The Common Problems with Appraisals
Two common problems that affect appraisals include similarity error, whereby the evaluators evaluate people based on hi/her traits they have, and it only favors those with such traits. Central tendency comes whereby all employees are rated average (Alsuwaidi et al, 2020). Avoiding these problems demands the one to evaluate the work performed and avoid making assumptions or judging wrongly.
Components of Effective Human Resource Planning
Effective human resource planning will require analyzing labor supply, supporting organizational goals, forecasting labor demand, and recruitment and selection (Aydın & Tiryaki, 2018). These components will help the HRM have the required labor supply, fulfill organizational goals, and have employees that fit the job.
Conclusion
Conducting effective training and development guarantees that the organization has employees who can execute their duties effectively and increase performance. On the other hand, conducting appraisal performance professionally helps the firm appreciate the employees and motivate them to give their best.
References
Alsuwaidi, M., Alshurideh, M., Kurdi, B. A., & Salloum, S. A. (2020, October). Performance appraisal on employees’ motivation: A comprehensive analysis. In International Conference on Advanced Intelligent Systems and Informatics (pp. 681-693). Springer, Cham.
Aydın, A., & Tiryaki, S. (2018). Impact of performance appraisal on employee motivation and productivity in Turkish forest products industry: A structural equation modeling analysis. Drvna industrija, 69(2), 101-111.
Rodriguez, J., & Walters, K. (2017). The importance of training and development in employee performance and evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), 206-212.
Zahra, S., Iram, A., & Naeem, H. (2014). Employee training and its effect on employees’ job motivation and commitment: Developing and proposing a conceptual model. IOSR Journal of Business and Management, 16(9), 60-68.
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