Training & Performance Management on Employee Performance

In Competitive and intense business environment, the companies should require to reach up to acceptable standard level by improving their performance in order to match the demand in the market and creating value to the company. Unless a lot of problems will be arising including running the risk to close down the business.  Therefore HUMAN RESOURCE MANAGEMENT becoming the most determine factor to achieve the organization objectives by improving the performance of the Individual as well as the organization’s value creation.

It could be identified that performance of the employees in some organizations remain static and continuously dropping. Result of this the value of the companies are being eroded drastically.

Therefore Management should take immediate actions to enhance the performance of the employees. Since the employees’ performances are very important aspect when talk about achievement of the organization’s goals & objectives as well as creating value to the company.

There is a question to be arisen. “Why performances of the employees are not improving?

Two of Key Issues are highlighted below.

Ø  No  Workforce Trainings and  Leadership Developments programs are taken place
Training & Development is precious opportunity to expand the knowledge of employees. Training and development provides benefit to both the individual and organizations as a whole. The cost of Training and development should not be considered as cost. It must be considered as worthwhile investment.
The employee who receives the required training will be resulted to perform in their job. The training will provide the employee a superior understanding of job role and build up their confidence level. High level of confidence would be resulted to improve their overall performance as well as the company performance. Also Training and development would be able to enhance employee’s satisfaction and  the Moral.
Most of the employees will be in desperate situation when performing their jobs due to insufficient skillfulness. A training programs will allow them to strengthen required skills to perform their Jobs.
 When the company is having the Satisfied and Skillful employees with greater understanding of their job roll will make the staff turnover at lower level. In other words the rate of leaving the employee from the company and rate of sacking the employees by the company at a lower level.

Therefore investment on training and development would be resulted to enhance the performance of the employees of the organization and also those would be driving the company to its ultimate goal and objectives. Therefore HRD could create the performing employees through effective training and development program. In such way HRD could create value to the company as a value adding activity.

Ø  No Performance management system and Performance  appraisals  are carried out
Performance Management aims to getting better results for the organization via the measurement and evaluation of individual’s performance.

 PM is a strategic and integrated approach towards the performance of individuals and teams who are delivering their best for the success of the organization. Performance appraisal is the continuous process of monitoring that the organizational goals are achieved in an efficient and effective way.
The employee agrees with their manger about performance requirement in order to achieve the company’s goals and objectives and the manager need to monitor and assess continually of Employee performance.

Then goal of the individual and organization as a whole need to be integrated. Every one need to be on the same page of the business plan.

Every employee needs an obvious understanding of organization ultimate expectations from them.  This understanding could be given by setting up the Goals and objectives for individual as well as the team. 

PM is the one of key factor for the success of an organization because in the current world human resources are considering to be one of the essential factors for an organization. Employees should know from the start of the year that what their desired goals, objectives and targets are so that during the year he can put his efforts in the right direction for the achievement of the goals. All the employees should know that at the end of the year their supervisors are going to check their performance by comparing the actual results with the desired results and on the basis of this they can be judged as the over performed, satisfactory or under performed worker. Employees should also know that their pay and package is dependent upon their performance and the employees who are performing well in the current year they get high pay rise after their performance appraisal.

Performance management enable people to realize that their contribution for organization’s success
Often Quality feedback on their performance will resulted to be reduced the gap between expectation and the achievement of their employees,

Rewards and recognition based on performance appraisal will be driving the employees to chase down their targets. Then performance of employee will be enhancing to the expected level.  Then Company performance also increased simultaneously to the expected level.

Therefore HUMAN RESOURCE DEPARTMENT has a major responsibility to creating performing employees in order to creating value to the organization.
           








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Comments

  1. Brito DanielMarch 16, 2019 at 9:02 AM

    Very in depth detail given why Employees do not perform in an organisation and the 2 main areas that affects the same. Also I believe there are other factors that could affect employees' performance such. Few factors are below

    1. An employee need a good leader or manager to guide him/give leadership to her towards the department goal or objectives.

    2. Motivation in terms of Monetary and Psychological

    3. Organisation culture and working environment are huge factors that could reduce employee performance.

    ReplyDelete
  2. Princy JohnMarch 20, 2019 at 11:18 AM

    Poor performance is an issue that worries managers and employees alike. It is of concern to the top management because it is a measure of how effectively the organisation is led.

    But people in organisations do not always feel their organisation tackles poor performance appropriately.

    Dealing with poor performance is an emotive issue, but many organisations fail to address it properly. By identifying the exact reasons for poor performance and implementing ways to rectify it properly will help the organizations to retain the employees and achieve their objectives.

    ReplyDelete
  3. Tony WongApril 7, 2019 at 10:46 AM

    This is a good blog. May I give a personal advice? should you change the topic of your blog to how to improve employee performance? This topic is more valuable to discuss and fits with your blog content also.The next blog can be a discussion of the same topic in different industries, or it can be combined with your actual work. My suggestion is for reference only.

    ReplyDelete
  4. Mohamed EjazMay 5, 2019 at 1:44 AM

    Thanks Ranga i got a very clear idea under this topic.
    Generally, the performance review process includes setting clear and specific performance expectations for each employee and providing periodic informal and formal feedback about employee performance relative to those stated goals.
    The Human Resource department is key to efficient administration of the performance management system.
    Having an educated HR team that is well-prepared to train the organization's managers and to assist them when issues arise is critical.
    In your case this is how performance management will act.
    I well understood Ranga.
    thank you

    ReplyDelete
  5. Mohamed HamdhanMay 11, 2019 at 9:37 PM

    This is an important topic to be discussed. Because employee are the backbone of an organization and they have to be trained and improved to be more efficient.
    HR should consider about how to improve employee. Pulakos in 2009, found that an organization with better PM system experience 50% less staff turnover, 10 to 30 % higher customer satisfaction ratings, 40 % percent higher employee commitment ratings and double the net profits. and also claims that less than 1/3 of the employees considers that the organizations’ Performance management assists them on improving their performance.


    Pulakos, E. D. (2009).Performance management: A new approach for driving business results.Malden, MA: Wiley-Blackwell.

    ReplyDelete

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