training and appraisals Flashcards
what is training ?
an activity that communicates information and/or instructions to improve an employees performance or to help them reach a required level of knowledge or skill
training will help an employee improve in several areas :
productivity
capability
motivation
capacity
performance
why is training needed ?
training is essential in helping a business to narrow the skills gap and to achieve their corporate objectives
what is the skills gap ?
the difference between the skills that are held by existing employees and the skills that are needed in the future to help a business grow and compete
skills development :
training enables employees to develop appropriate skills to fulfil their role more efficiently within a business
- experience
- knowledge
- ability
the more skilled an employee the more value that they are able to add to a business
benefits of training :
improved motivation
- employees feel happier and are therefore more productive
- this helps to reduce average costs per unit
higher quality
- trained staff provide better customer service
- they make fewer mistakes
staff retention
- encourages staff to stay with a firm as they feel valued
- this reduces a firms recruitment costs
job enrichment, enlargement & rotation
- staff able to offer more in terms of knowledge and ideas
- greater flexibility and ability to move between roles
what is induction training ?
assists new employees in adjusting to their new job and/or company
- it is important in helping new employees to become familiar with their new colleagues and working environment
- also enables new members of staff to become productively efficient as quickly as possible by helping them to learn new procedures and working practices
what are some elements of induction training ?
- health and safety rules
- meet colleagues and tour
- company rules
- uniform
- pension schemes
- company history
drawbacks of induction :
reduces levels of productivity as a range of employees are involved in meeting, greeting and training the new members of staff
if too much information is provided on the first day, the new employee might feel overwhelmed and anxious
what is on-the-job training ?
the trainee is placed on the job and the manager or mentor demonstrates to the trainee how to do the job
- the most common method of training
- ideally the training should follow a structured programme that uses task lists, job breakdowns, and performance standards to enable the new employee to better understand what to do
benefits of on-the-job training :
new employees able to learn best practice from experienced staff
everyone learns by doing instead of simply being told what to do
coaches and mentors are available to provide help and advice when needed
it is motivating for the staff who provide the training as they are given the additional responsibility
negatives of on-the-job training :
might pick up bad habits or high risk shortcuts from existing employees
lower productivity levels of all staff involved in the training process
much depends upon the time given over for the training of new staff
inconsistency - some employees will be better trainers than others
what is off-the-job training ?
occurs away from the working environment often in a local college or hotel conference room
- a focus upon theoretical learning with study materials being provided
- such training can last between one day and several months via day release schemes
benefits of off-the-job training :
ability to acquire new qualifications from local colleges or training centres
more relaxed and peaceful learning environment
employees feel more valued and hence are more motivated
use of expert trainers and training programmes are detailed
negatives of off-the-job training :
training might not be business specific leaving employees needing further training back on site
more expensive than on-the-job training
loss of productivity whilst employees are attending courses
employees might leave for better paid alternatives given their new skill
what are apprenticeships ?
work-based training programmes
- they offer employees the chance to earn a wage and to work alongside experienced staff to gain job-specific skills
- work towards national recognised qualifications and can take one to four years to complete based on the industry
benefits of apprenticeships for employees ?
no student loan, expert on-the-job training, earn a wage, gain specialist skills, paid holidays, gain qualifications, improved job prospects
benefits of apprenticeships for employers ?
avoid expensive recruitment costs, develop talent in-house, training relevant to their business needs, improve the motivation of employees, make the business more competitive
what is the impact of training ?
training provides a business with a valuable means of competitive advantage
training helps to motivate staff and this improves levels of staff retention and therefore lowers recruitment costs
not a guarantee of success :
- it is expensive
- it might not be relevant to the specific needs of the business/employee
- the employee might find another job once they have upskilled
what is an appraisal ?
an assessment of an employees specific performance, potential and development needs
- usually conducted by an employees line manager but there are a variety of different methods used by a business
- they look back on what has been achieved during a period and agree objectives for the next period
what should an appraisal do ?
- guide an employee in terms of how well they are performing against corporate objectives
- assess relevant training and development needs of employees
- measure an employees performance against core competencies
what is a superiors assessment ?
where the line manager of an employee assesses the performance of the subordinate against certain key criteria
what is a superiors assessment likely to look at ?
- how the employee is performing in their job role
- how the employee can develop
- what the superior can do to support their development
- how the employee is finding their job
what is a peer assessment ?
an individual is assessed by their fellow employees
- the information is then compiled together for use in an interview by the employees line manager
common issues of a peer assessment :
- it is time consuming and means less productivity
- peer ratings risk becoming a popularity contest
- managers have to be willing to give up control of appraisal
- those who receive lower ratings may retaliate against their peers
- releases management to spend time on other tasks
what is a self-assessment ?
the process of employees giving feedback on their own performance
- often involves employees completing a self-appraisal form, where they rate themselves against various parameters and identify future aspirations, accomplishments and training needs
evaluation of self-assessment ?
- one of the best methods to engage employees in the process of looking at performance and setting both job and career goals
- ensures that employees prepare thoughtfully for their appraisal meeting with their manager
what is 360 degree feedback ?
involves staff receiving feedback from people (named or anonymous) whose views are considered helpful and relevant
- aim is to complete a 360 degree assessment of an individuals performance over a period of time
advantages of appraisals :
motivates, improve performance, sets targets, identifies potential
disadvantages of appraisals :
can create tension, workers under pressure, line managers hold too much influence
evaluation of appraisal systems ?
- management hold conflicting roles of mentor and disciplirarian which can confuse employees
- issues identified in appraisals need to be followed up and actions implemented to make the process meaningful
- managers should be trained in delivering appraisals
- employees must hold confidence in the appraisal system
