Employee development is a viable approach through which leaders focus on ensuring that they improve the skills and skills of workers. The primary objective for engaging in the employee development process is to provide that there is an improvement in their job skills to increase employee productivity in the company. Employee development plan plays an essential role in preparing the worker for his current position as well as for the future jobs in the workplace. Successful training process should be in a place to equip the employee with knowledge about the policies and procedures, rules and regulation, as well as the specific areas where the employee is expected to operate. Under such circumstances, the employee will develop full knowledge of working in the company as well as understanding the processes of employee appraisal and employee management. Employee development process involves employee management, assessment, and performance evaluation.
Difference between Performance Management and Performance Appraisal
In the employee development process, employee performance management and performance appraisal are used interchangeably. In some cases, an individual may use the term employee performance management to mean performance appraisal meaning that the two terms may be similar. However, performance appraisal and performance management are two different concepts used in employee development. Nerstad et al., (2018) suggests that in managing employee performance, the process focuses on planning, tracking and assessing the productivity of an employee for a specified period. The primary reason for engaging in the assessment of employee performance is to promote and motivate employees to increase their level of efficiency. On the other hand, performance appraisal calls for a need for ensuring that there is monitoring and assessing of employees regularly. Though it may appear to be the same in performance management, performance appraisal is conducted approximately twice per year, and it focuses on understanding the information based on the previous period.
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Performance appraisal involves a situation where employee appraisal focuses on assessing employees to determine compensation for their achievements in an organization (Yang et al., 2016). It mostly administered by Human Resource Department with direct managers to determine the extent to which employees have contributed to the performance of the company thus identifying the kind of compensation they ought to give workers for their commitment. It usually operates like an inflexible system, and it is considered as an operation tool to encourage employees to get committed to their work. Performance involves managing and developing employee performance to foster growth in productivity for the benefit of the company. It is usually a continuous process, and it is often a forward-looking process. Performance management operates like a strategic tool that is designed to ensure there is an evaluation of the contribution of an employee in the company thus identifying mechanisms for improving the performance of the workers.
Influence of Initial Training on Performance Management
Human resource managers expose employee into a training program to ensure that there is a development of the skills and techniques required in performing the duties they are presented in the organization. The process involves activities such as educating the employee on aspects of organizational culture, positions they ought to achieve and the issues associated with performance management (Noe et al., 2017). Polishing the skills related to employee management equips the expectations that the company usually have on him or her. Though much of the learning occurs as a continuous process in times when the employee offers services to the company, it is evident that initial training acts as the engine of the performance management and it determines the results of the rest of performance management.
The company that engages in efficiency initial training for the employees minimizes the effort and resources devoted to conducting performance management and improving the skills of the employees. Successful initial employee management increases the ability of workers to develop a positive attitude towards employee management making it easy to devote effort in performing to the company’s expectations. As a result, the results for performance management will be positive, and little improvement will only be required in fostering continuous growth in the company. Positive impacts of initial employee training minimize the new skills that need to be devoted to employee training as well as the amount of time for employee training. However, if a company fails to offer successful initial employee training, there is a likelihood that people will have adverse effects on their performance compelling the human resource management team to devote most of their results on the performance management. The use of few resources should accompany the amount and type of performance because it acts like an advancement of the initial training process. However, if initial training fails to deliver to the expectations of the organizations, the resources and devoted to fostering growth will be high.
A relationship between Initial Training, Performance Management, and Performance Evaluation
Initial employee training refers to the commitment of the human resource department in recruiting employees to an organization. At this stage, there is a focus on exposing employees to the ways, skills, and knowledge they need to apply in achieving the set goals in a company. The primary objective of this approach is to ensure that there is a development of the basic concepts that will be applied in performance management and the improved techniques for the workers (Nerstad et al., 2018). Skills and ideas provided in initial employee training are applied in performance management approach where the focus is on ensuring that there is a development of the skills applicable in managing employee performance. On the other hand, performance management applies the concepts of employee training to provide advantages for engaging in employee performance evaluation. The primary objective of performance management is to provide the elements that need to be considered when conducting performance evaluation as well as informing the employees the benefits for participating in employee evaluation and fostering improvement to achieve the expected organizational growth.
Performance evaluation is broad than performance management, but when conducted efficiently, it can act achieve the same goals as employee evaluation. Employee evaluation depends on the previous stages such as employee training and performance to accomplish its mission. For example, employee evaluation involves goal setting which should be part of the training process, continuous performance measurement to identify the effectiveness of workers in achieving the set goals in business, as well as providing feedback for the performance of the workers (Noe et al., 2017). In most cases, the evaluation process is accompanied by rewards, and it helps the workers to see how their contributions through work fit into the organizational goals.
Performance Appraisal for New Retail Job Officer
The appropriate method for performance appraisal for a new retail job officer is management by objective. In this case, the manager has the authority for defining the desired goals that should be achieved and give every individual the areas of responsibility depending on the activities they ought to accomplish in the business (Yang et al., 2016). The manager uses these guidelines to access the contributions of each employee into the performance of the company thus promoting changes to shape the skills of workers to be in line with the expectations of the company. The objective for hiring a retail officer is to ensure that there is an increase in sales volume from both existing products and old commodities in the organization. As a result, there is a need for the manager to develop the set goals for promoting sales volume in the organization and expose the retail officer to the mechanisms to be applied in measuring the success of the employee. Setting a specific target for sales volume will be an appropriate approach for determining the success of the employee in the organization.
The employee development process is an essential aspect that determines the level of commitment that workers show in achieving the organizational goals. It covers different elements such as employee training, performance management, performance appraisal, and performance evaluation. Initial training program plays an essential role in exposing employees to the skills and goals they are expected to meet by occupying a particular position in an organization. Performance management is a continuous process that takes place in a business, and it seeks to improve the performance of the workers while performance appraisal is conducted for a specified period. Initial training has a significant impact on the amount of performance management depending on whether the effects are positive or negative. Effective initial training reduces the costs and time devoted to conducting performance management because sufficient initial training encourages fostering of the skills that lead positive contribution to employee performance. Employee training, performance management, and the performance evaluating all focus on improving the performance of workers as well as encouraging employees to achieve the set goals associated by the company. Each concept contributes to the production of workers, and it acts as an advancement of the other aspect for employee development.
References
Nerstad, C. G., Dysvik, A., Kuvaas, B., & Buch, R. (2018). Negative and positive synergies: On employee development practices, motivational climate, and employee outcomes. Human Resource Management , 57 (5), 1285-1302.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage . New York, NY: McGraw-Hill Education.
Yang, Y., Lee, P. K., & Cheng, T. C. E. (2016). Continuous improvement competence, employee creativity, and new service development performance: A frontline employee perspective. International Journal of Production Economics , 171 , 275-288.
