Employee training and development

Employee training and development

Employees are a vital organ to any organization; they hold much intensity in molding or destroying the reputation of an organization. “Employees’ performance is determined by several factors and among them; their training and development, and satisfaction that comes with their job. This satisfaction is associated with rewards that come hand in hand with the job” (Khan et al., 2016). Employees grow in any organization when they rotate within departments, with the outstanding one in the departments they are in moving the hierarchy to managerial ranks. To promote employees’ morale in their duties recognition and rewarding for their excellent works motivates them and drive them to better performance in the future.

Employee training and development

Training is an organized attempt to furnish employees with skills for efficient performance in their activities. “Training and development of employees and their job satisfaction are crucial components for employee performance and the organizational progress” (Khan et al., 2016). At the entry-level to the organization, the majority of the employees are green on the operations of the organization. For entry-level employees to deliver to the optimum, they need training on the process of the organization. Similarly, experienced employees may need refresher training to keep them up-to-date with the latest technologies that affect the operation of the organization. Training and development

Performance Management

Performance is based on individual abilities to accomplish tasks given to them by the management. Employee performance is dependent on various factors such as; general organizational policies, working conditions, training and development, relationship within the organization, and employee satisfaction. Positive and negative performances lead to the success and failure of the organization, respectively. Keeping employees with the latest training, satisfied and happy will drive to high individual performance with the ultimate success of the organization. Performance management has three phases for employee’s development which are: coaching, corrective action, and termination.

Performance appraisal

“Performance appraisal is the review of employee performance, a crucial decision-making tool, often used by an employer to assess and develop employee performance in an organization, either cognitive-based appraisal or subjective based appraisal” (Ibrahim et al., 2016). Effective performance appraisal has three essential functions; providing adequate feedback to individuals with their performance, the basis for changing working habits to more productive practices, and to inform managers about the future of the organization.

Non-traditional performance strategies

Performance strategies are comprehensive approaches that help the organization thrive and achieve their goals. Non-traditional performance strategies are modern approaches that are employed to facilitate organizational goals.

In harnessing employee’s engagements, organizations have initiated flexible work options based on employee’s needs. Employees have the freedom to engage in part-time employment terms or full-time employment; with this freedom, employees engage freely and at their best convenient times.

Some organizations have realized the connection that parents have to their babies and how any disturbances in connection with children’s welfare may affect their productivity in the organization. Organizations have initiated a “daycare facility program” (Kamal & Sharma, 2019) to assure their employees’ children’s safety.

Psychological imbalances affect employee’s performances. Organizations have launched online and in-person access and interaction with specialists. This initiative aims at encouraging and motivating employees from online psychologists and eventually stabilizing employees’ distress for maximum performances.

“Performance and reward strategies must be consistent with the culture” (Greene, 2018). some organizations adopt a strategy of incentivizing outstanding performance on an individual basis. Some opt for rewarding based on outstanding teams or units. These rewards range from short term incentives, long term incentives, equity, pay, and benefits, all aimed at scaling the productivity of individuals higher for ultimate organizational success.