chapter 1.docx

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Jagjeet Kaur Dhawan
211823283
Training & Development
9/20/14
Chapter 1
The Training and Development Process
The TD Bank’s Robbery case:
- It is not hard to understand how investments in the training and development of
employees can improve an organization’s success and competitiveness
Performance Management:
- Training and development is all about managing performance
-Performance Management: is the process of establishing performance goals and
designing interventions and programs to develop employees and improve their
performance.
-Performance management signals to employees what is really important in the
organization, ensures accountability for behaviour and results, and helps to
improve performance
- Performance management isn’t a single event
- Performance management is a comprehensive ongoing and continuous process which
involves various activities and programs designed to develop employees and improve
performance
Performance management process involves many components that are closely
related to each other:
The starting point of the performance management process is setting performance
goals. Managers meet with employees and discuss performance expectations and agree
on performance goals. These goals usually stem from organizational or departmental-
level goals and objective and ensures that employee’s goals are aligned with department
and organizational goals.
Once the manager and employee have agreed on goals, it’s important for employees to
receive ongoing feedback so that they know whether or not they are accomplishing their
goals.
A key part of the performance management process is a formal performance evaluation.
This usually involved the use of standard rating form on which the manager and
employee (self-appraisal) evaluate the employee’s performance on a number of
behavioural/performance dimensions and review the extent to which the employee had
accomplished his/her goals.
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The process then repeats itself with the setting of new or revised goals.
Critical component of performance management process is the employee development
and the creation of a development plan for employees (this involves programs and
activities that ae designed to help employees achieve their goals and improve their
performance).
Employee development can include:
Formal training and development programs in the classroom
On the job training programs such as coaching and mentoring.
- Each components of the performance management process provides information on the
developmental needs of employees. (Eg: when setting goals it might be determined that
attending a training program will help an employee achieve his or her goals).
- Part of goal setting process might include a development plan which will allow
employees to achieve their goals.
-Performance evaluation identifies employee’s strengths and weakness as well as
areas that need improvement.
-Each component of performance management process can identify an
employee`s training needs and lead to action plans for development.
Summary:
- Although the evaluation of performance (eg: performance appraisal) is a fundamental
part of performance management, a critical component of the process is employee
development and this requires effective training and development programs.
Training and development:
- Training and development is one of the most important ways that performance can be
improved in the organizations.
-Training: refers to formal and planned efforts to help employees acquire knowledge,
skills, and abilities to improve performance in their current job.
-Training consists of a short term focus on acquiring skills to perform one`s job
Goal of training: is to help you learn to do your current job better
-Development: refers to formal and planned efforts to help employees acquire the KSA`s
required to perform future job responsibilities and for the long term achievement of
individual career goals and organizational objectives.
- The goal is to prepare individuals for promotions and future job as well as additional job
responsibilities.
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Development this process might consist of extensive programs such as leadership
development, and might include seminars and workshops, job rotation, coaching, and other
assignment.
The goal is to prepare employees for future responsibilities and often for managerial
careers.
Training and development is part of a larger system and field that is known as human
resource development. (HRD).
Human resource development: involves systematic and planned activities that are
designed by an organization to provide employees with opportunities to learn necessary
skills to meet current and future job demands.
Main functions of human resource development: are training and development, organization
development, and career development
The core of all three human resource development function is learning.
Summary: the creation of an organizational environment conducive to learning and optimum
performance is fundamental first step in the process of performance management system.
All systems are concerned with the goal of improving organizational effectiveness
through the improvement of human resource.
Benefits of training and development:
- Organizations that invest in the training and development of their employees reap many
benefits, but so do the employees and the society in which they live in.
- Training and development play a critical role in the success of organizations, individuals,
and society.
Benefits to organizations:
Organizations that invest in training and development benefit in many ways that
ultimately help them obtain a sustained competitive advantage
Training and development can facilitate an organization’s strategy, increase
effectiveness, and improve employee recruitment and retention.
Organization strategy:
- The goal of all organizations is to survive and prosper (Training and development can
help organizations achieve these goals).
- Organizations can be successful by training employees so they have the knowledge and
skills necessary to help organizations achieve their goals and objectives.
-By linking training to an organization’s strategy, training becomes a strategic
activity which operates in concert with other programs and activities an
organization’s strategic business objectives.
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