Employee Development - Essay Sample

Introduction

Employment Development has become an integral and critical strategic imperative to many organizations in the business environment. However, employee performance is affected by five variables of employee development that includes; Delegation, coaching, empowerment, participation and training and development. Employee Development is an organization investment for employees in achieving professional and promotional growth. Training is an employee development phase that ensures employees learn new skills. It also helps employees' avoid confusion and achieve the organization's objectives.(Lyster & Arthur, 2007). Moreover, organization, are investing heavily on employee development. This paper investigates and explores the relationship that exists between various employee development components.

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Differences Between Performance Management and Performance Appraisal

Performance management entails the way an employee is managed in his or her lifecycle in the organization. This management starts in the onboarding and orientation period then continues throughout the tenure of the employee. It involves continuous feedback between the manager and employee or a colleague. On the other hand, performance appraisal is a significant piece of the process of performance management. Performance appraisal is a tangible and easily identifiable evaluation which engages members of staff and provides for immediate feedback.

Performance Appraisal evaluates the potential and performance of the employees in determining compensation. On the other hand, performance management manages and develops employee performance within the organization to foster growth.

Performance appraisal is a system and a function that only evaluates the employee's past performance. In many organization, this process is conducted twice or once per year. This system is referred to a distinct staff activity which does not interfere with the daily work of the employee. On the other hand, Performance management is a forward-looking proactive process in an ongoing manner and manages employees performance to ensure that employees attain their target on a timely basis. This process does not contribute to any differences in the way employees carries on their daily activities or tasks.

Performance management involves both line managers and employees. In this process, other stakeholders do not have an important role to play. But, Performance appraisal is a standard procedure that is conducted by the Human Resource department and direct managers. This system depends on the designation of the employee's, job description and experience. In this system, neither the supervisor nor the manager has the final word or plays the role of a judge.

Performance appraisal is more formal and structured; it allows key performance area customization that varies from one employee to the other. But this system is quite rigid when it comes to setting rating parameters; this is because these ratings apply to all employees. However, performance management is quite flexible in evaluating performance. Some guidelines lead to optimal performance, and they may vary from one employee to the other depending on job capabilities and descriptions.

How Initial Training Influences the Amount and Type of Performance Management

Training focuses on development, empowerment and qualifying new or existing employee through skills and knowledge that the organization's success opportunity may be increased. Training helps individuals learn how they may be more effective in their work environment through modification of skills, attitude, and knowledge through gaining experience that may help achieve effective performance. Performance management training may help in achieving organizational goals by maintaining and attracting employees and managing them effectively.

Trained employees may help achieve high-quality services and products in a shorter time. Trained employees may also engage more clients and customers for a long period and provide for a better customer service experiences. Initial Training in an organization may have a positive and negative influence on employee performance. However, the employee performance effect depends on the training approach and implementation. Training enables employees to feel worthy; this may lead to employees to feel more loyal to the organization. When the employees feel loyal, this may have a positive impact on the business where they may work longer and harder to ensure that the business is successful. Training may also provide a feeling of empowerment to the employees. Empowerment may lead to willingness that may lead to getting the job done. Training may also help the employees benefit the company they work for and their career.

Describe How Initial Training and Performance Management Relates to Performance Evaluation

Performance evaluations allow one to analyze employees competences, dedication, advancement potential, and reliability. Training performance evaluation indicates how trained the employees are. While there exist disparities in one another's performance, the proper evaluation may help to point out patterns or trends where an employee may fall short. One can then adjust to some training program to address an area that requires to be worked on. Performance evaluation and training are key business tools. Incase performance evaluations are not the organization's standard practice; then the organization may be missing an underlying issue that requires to be fixed. Comprehensive performance evaluation training and development may enable organizations to validate their employees to acquire the right knowledge and skills to complete a job and help in producing quality services and products. Training activities which are designed to support the process of performance evaluation establish an effective communication process between managers and employees.

Performance management may be termed as a refinement or an extension of some management by objective (MBO) key ideas, which is an approach to performance evaluation and management. An effective performance evaluation aids performance management, in the process of decision making which is associated with discipline, promotion, and salary administration activities. Dealing with performance issues helps avoid legal liabilities and long term issues. A successful performance evaluation will increase productivity and motivates personnel and reduce some costly mistakes thus achieving strategic goals. Organizations always seek to improve their performance, and this may be sustained through either more even punitive or evaluative, measures or the initiative of a development type, potentially encompasses discipline aspects. Moreover, performance evaluation and performance management may be seen to reflect on the hard and soft notion degree of Human resource management. Example, the hard approach may indicate the need for managers and organizations to seek for employee's control. On the softer approach, points to the performance management system role in the establishment of developing careers and great commitment

A Performance Appraisal Method to Use For the Job. And Reason That Performance Appraisal is Effective

Human Resources practices recommend employee performance appraisals at all levels for employees in the organization. A performance appraisal is part of performance management that comprises of performance standard, job descriptions, employee recognition, disciplinary policies, and formal performance appraisal. Appraisals help identify performance issue, employee achievements, and professional goals.

For the Area sales manager, who manages sales force within a regional territory and is responsible for managing the region's sales team, oversees sales operations, and meeting of targeting performance appraisal is essential. The best choice of performance appraisals for this position of an area sales manager is management by objectives (MBO). MBO performance approach requires these managers to set some specific objectives to encourage them to ask continually what can be done more. This performance appraisal enables the business to be creative. The appraisal method is an effective control tool and an effective system for evaluating and involving salespeople where the sales manager may have an in-depth discussion with a various sales representative and decide together on the objective or goals of the sales representative. However, these goals may be reviewed on periodically against actual performance during the performance review meetings. (Havaldar, 2010).

MBO evaluation will consist of employee track progress and employee goals as performance markers in the evaluation period. This method is effective in the position of area sales manager because it injects an element of dialogue into the process of objective and plans. This appraisal method helps in increasing employee engagement. Moreover, MBO is individual goals that help improve overall sales performance. In this position, this appraisal method may be useful in the sales commission structure. MBO may give every employee goals that may help strengthen the overall sales. MBO appraisal performance method may also have a huge impact on sales team motivation and engagement.

For a business to operate efficiently, it requires effective performance management. Performance appraisal review's employee performance against predetermined objectives, where they identify the weaknesses and strength of the employee and address ways to improve on these areas. It is therefore important that every business to identify the suitable appraisal method so that they may help in motivating and providing the employees with sufficient responsibilities and challenges that relate to the business objectives.

References

Lyster, S., & Arthur, A. (2007). 199 Pre-Written Employee Performance Appraisals. Florida: Atlantic Publishing Group Inc.

Havaldar, K. (2010). Business marketing: Text and cases 3E (3rd ed.). New Delhi: Tata MCgraw publishers.