Week 8: Employee Training, Development and Performance Appraisal Flashcards
Employee training
The systematic effort to develop the knowledge, skills and attitudes required by an individual to perform a given task successfully
Employee development
The systematic effort to develop the knowledge, skill and attitudes of an employee that are necessary for the performance of new or future responsibilities.
Human Resource Development (HRD):
An integrated system of training and development aimed at developing employees’ full potential to ensure effectiveness in emerging situations. Typically an agreement between workers and employers on joint-goals.
What HRD can help with
Can help employee motivation and sense of value; organisations get more capable and higher performing workforce
Coaching
Process of developing the existing strengths of an employee and guiding them in the direction in which they are already heading, through one-on-one interaction.
Enhancement of existing skills (coaching) vs. transfer of knowledge (training).
E.g. Coach new chef to improve their cheese cake through each iteration vs. provide chef with instruction to make a better cheese cake
Education
A process of developing an individual’s full potential by teaching knowledge, skills and attitudes . More broad in nature.
Traditional training Paradigm
Focused on removing the current gap between the required knowledge, skills and abilities to do the job with the worker’s knowledge, skills and abilities in that job
Human Resource Development (HRD) Paradigm
Focused on not only current employee developmental needs but also future needs of organisation and employee’s potential
Learning Paradigm
Employee driven approach to development. Employee made responsible for own development.
Two core purposes of training
New employee orientation/Induction training
Improvement training
New employee orientation/Induction training
Orientation provided to new recruits in order to introduce them to the organisation’s history, culture, goals, policies, values, work systems, practices and culture. An important opportunity for company to create good impression and demonstrate support.
Improvement training
Training existing employees either to remove any deficiencies in their skills regarding their current jobs or to prepare them for different jobs they would be required to perform.
Instructional Systems Design (ISD)
Four general phases:
- Training needs assessment (TNA)
- Design and development
- Delivery
- Evaluation
- Training needs assessment (TNA)
A systematic analysis of learning needs that are required by employees so that the organisation and employees achieve their objectives.
- Design and development
consideration of time and resources; use of effective learning principles
- Delivery
organisation of trainers, materials, venues, accommodation, travel
- Evaluation
Did the training meet it’s objectives? Was it cost-effective? Did the trainees like it?
According to Kirkpatrick, there are four levels of training evaluation
Reaction
Learning
Behaviour
Results
Performance Appraisal
The process of measuring an employee’s performance on the job. Objectives should be assessed by reliable and valid metrics so employees accept results.
Types of appraisal methods
Traits-oriented approaches
Behaviour-oriented approaches
Results-oriented approache
Behaviour-oriented appraisal methods
Narrative essays Behaviour checklists Graphic rating scales Ranking Employees Paired Comparisons
Results-oriented appraisal methods
Most common results-oriented approach is Management by Objectives. . Focused on outcome rather than plan/process which is a key criticism of this method as other internal or external factors influence achievement of objectives
Issue with Behaviour-oriented appraisal methods
Issue that behavioural ratings only have weak/moderate links to actual performance
