Training Performance Appraisal Career Management

Topics: Human resource management, Training, Management Pages: 22 (6854 words) Published: April 24, 2011


In the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and development

In simple terms, training and development refers to the imparting of specific skills, abilities and knowledge to an employee. A formal definition of training & development is… it is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge. The need for training & development is determined by the employee’s performance deficiency, computed as follows: Training & Development need = Standard performance – Actual performance

Training and development encompasses three main activities: training, education, and development.

* Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds * Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs * Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate. The "stakeholders" in training and development are categorized into several classes. The sponsors of training and development are senior managers. The clients of training and development are business planners. Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff. And the providers are specialists in the field.

The fundamental aim of training is to help the organization achieve its purpose by adding value to its key resource – the people it employs. Training means investing in the people to enable them to perform better and to empower them to make the best use of their natural abilities. The particular objectives of training are to: * Develop the competences of employees and improve their performance; * Help people to grow within the organization in order that, as far as possible, its future needs for human resource can be met from within; * Reduce the learning time for employees starting in new jobs on appointment, transfers or promotion, and ensure that they become fully competent as quickly and economically as possible. BENEFITS OF TRAINING

A company's training and development pays dividends to the employee and the organization. Though no single training programme yields all the benefits, the organization which devotes itself to training and development enhances its HR capabilities and strengthens its competitive edge. At the same time, the employee's personal and career goals are furthered, generally adding to his or her abilities and value to the employer. Ultimately, the objectives of the HR department are also furthered.

To The Organization

* Leads to improved profitability and/or more positive attitudes towards profit orientation. Improves the job knowledge and skills at all levels of the organization * Improves the morale of the workforce

* Helps people identify with organizational goals
* Helps create a better corporate image
* Improves relationship between boss and subordinate
* Aids in organizational development
* Helps prepare guidelines for work
* Aids in understanding and carrying out organizational policies. * Provides information for future needs in all areas of the organization * Organization gets more effective decision-making and...
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