Unit IV Essay
Developing employees through the implementation of training and development opportunities is a primary function of human resource management (HRM). Performance measurement and appraisals are one way to determine what type of additional training is needed to ensure employee success.
Imagine that you have been hired as the human resource manager at an organization where you have previously worked or are currently working. Your first task is to assess areas for improving training and development and the performance appraisal system within the organization. Write an essay on your analysis of these two areas. Address the questions below in your assignment. Use headers to organize your paper and show what you are covering in your assignment.
Training and Development Analysis
- What are the steps of the new hire training process? Are there any steps missing that you would add?
- As the human resource manager, how would you evaluate the training needs of your staff?
- How can you ensure that the training you would provide is effective? What data might be used to make your conclusion?
- What considerations would you make for employee learning styles?
- How would future training and development be impacted through human resource planning?
- Do you have a plan to shape employee behavior within your organization? Why, or why not?
Performance Appraisal Analysis
- As the human resource manager, what are two best practices you would follow when planning for employee performance appraisals?
- What performance methods would you choose over other methods?
- What are two of the common problems with appraisals? How would you avoid them in your organization?
- What components do you think are required for effective human resource planning?
Be sure to include an introduction. Support your essay with a minimum of two references. Your essay must be at least two pages in length, not counting the title or reference pages. Adhere to APA style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed.
Managing the Employees’ Training Needs
Training and Development Analysis
The Procedures for Training of the New Hire
- Selection of the onboarding method: This can either be formal or informal. The former involves assistance from an instructor or a mentor. The latter entails the use of non-structured method.
- Determine and mobilize the hires’ strengths, and leverage on the same to meet training goals.
- Track the learning to ensure they understand all the necessary details concerning the organization (Chaghari et al., 2017).
- Assess and monitor how their learning progresses.
- Subsequently assess learning progress at different phases.
The step I would add in this training process is evaluating the outcome at the end of the training.
Evaluating the Staff Training Needs
- Make decisions on what the goal of the training is.
- Examine the requirements such as skills which can meet the training goal.
- Use the Compliance-Clarification-Culture-Connection (Four C’s) to determine the degree of their knowledge.
Ensuring the Effectiveness of the Training
- Ensure the context of the training is clear so that trainees understand expectations.
- Identify and use trainees’ preferred style of learning.
- Use metrics such as performance at work at different stages of training.
- Use evidence of the methods which have worked elsewhere to guide the training (Sung & Choi, 2014).
Considerations for Employees’ Styles of Learning
- Use visual methods if trainees prefer using visuals when learning.
- Give texts and notes to learners who like learning by reading.
- Provide audio content to learners who would like to use aural methods.
- For trainees who would like to learn using kinesthetic technique, use simulation software.
Impacting the Future Training and Development
- Human Resource (HR) planning will help develop framework that gathers the trainees’ details such as skills which will help inform the hires’ learning needs.
- The plan which the HR develops will help identify hires with specific skills which require further development.
Shaping Employee Behavior
- Encourage employees to be well-behaved by enforcing positive behaviors.
- Use compliance standards to dictate how employees should behave.
- Administer punishment for wrong behavior.
Performance Appraisal Analysis
Practices to Plan Employee Appraisal
- Ensure that the evaluation of the employees’ performance is part of the organization’s culture. This will ensure that the organization continuously appraise the performance of the staff to assess their capacity to produce.
- Tie the appraisal of the performance to the organization’s objectives and strategy. This will ensure that as the organization works on its objectives, it also appraises employees’ performance (Sartori et al., 2018).
Performance Methods I am likely to Choose over the others.
- Use psychological appraisals. This technique can help when assessing the effectiveness of a training program that specifically trains the change of behavior.
- Behaviorally Anchored Rating Scale (BARS). Using this method is important because it has a high level of reliability and accuracy. It is therefore important for appraising (Moradi, Mehraban, & Moeini, 2017).
- The staff resistance: Results when members of the staff resist a training in which they have to learn new ways of performing work functions.
- The biases of the person conducting the appraisal. This may occur because the appraiser wants to favor another person (Moradi et al., 2017).
Requirements for Human Resource Planning
- Analysis of the currently available labor supply.
- Providing support for the goals and objectives which the organization seeks to realize.
- Assessing the future demand for labor.
Chaghari, M., Saffari, M., Ebadi, A., & Ameryoun, A. (2017). Empowering Education: A New Model for In-service Training of Nursing Staff. Journal of advances in medical education & professionalism, 5(1), 26–32. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5238493/.
Moradi, T., Mehraban, M. A., & Moeini, M. (2017). Comparison of the Perceptions of Managers and Nursing Staff Toward Performance Appraisal. Iranian journal of nursing and midwifery research, 22(2), 128–134. Doi: https://doi.org/10.4103/ijnmr.IJNMR_142_15.
Sartori, R., Costantini, A., Ceschi, A., & Tommasi, F. (2018). How Do You Manage Change in Organizations? Training, Development, Innovation, and Their Relationships. Frontiers in psychology, 9, 313.Doi: https://doi.org/10.3389/fpsyg.2018.00313.
Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), 393–412.Doi: https://doi.org/10.1002/job.1897.