ADMS 3410 Lecture Notes - Lecture 1: Task Analysis, Job Performance, Performance Management

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CHAPTER 1:
Performance management: is the process of establishing performance goals,
intervention and programs to help motivate employees to improve performance on the job
and reach organization goals. This is a long process and includes multiple steps, various
activities and programs to help reach job performance goals.
1) Defining performance 2) setting performance expectations 3) setting performance
goals.
Management meets with the employees to set performance expectations and establish
performance goals. This way it ensures that the organization goals and employee goals
are both aligned together.
Training: is the process of helping employees on acquiring the skills, knowledge and
abilities on how to conduct one’s current job. It’s short-term process to acquire
knowledge to do your current job right now effectively. An example would be
management sending off their employees to workshops on how to improve their skills on
their job. Goal of training is to acquire skills to do current job better.
Development: on the other hand is the process of acquiring the skills, knowledge and
abilities to help prepare for one’s long-term career advancement. It’s to provide the
knowledge and skills to use on the future and organizational objectives. Workshops
include extensive leadership workshops, job rotation, and job coaching programs and
other assignments. The goal is to prepare employees for their future job responsibilities.
So training is short-term while development is long-term.
What are the benefits of training and development?
Organization
Strategy: The ultimate goal of an organization is to survive and prosper. Training
provides employees with the skills and knowledge to help achieve organization goals and
business objectives.
Effectiveness: Trained employees prove to work better, make fewer errors, need less
supervision, are more positive and decrease rate of attribution. Better job performance
help increase organization goals and the more a company invests in training the more
profit and revenue the organization makes.
Employment recruitment and retention: training can be used to increase attractiveness
of prospective employees and help retain current employees. It also prevents employees
from going to a different company.
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Document Summary

Performance management: is the process of establishing performance goals, intervention and programs to help motivate employees to improve performance on the job and reach organization goals. This is a long process and includes multiple steps, various activities and programs to help reach job performance goals: defining performance 2) setting performance expectations 3) setting performance goals. Management meets with the employees to set performance expectations and establish performance goals. This way it ensures that the organization goals and employee goals are both aligned together. Training: is the process of helping employees on acquiring the skills, knowledge and abilities on how to conduct one"s current job. It"s short-term process to acquire knowledge to do your current job right now effectively. An example would be management sending off their employees to workshops on how to improve their skills on their job. Goal of training is to acquire skills to do current job better.

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