Strategic Value of Employee Benefits Programs THIS ASSIGNMENT IS FOR AN ORIGINAL, UNUSED, NOT PREVIOUSLY PUBLISHED PAPER WITH LESS THAN 10% PLAGARISM AS IT GOES THRU A CHECKER. PREVIOUS PAPERS ARE ATT

Employee Development and Performance

Tennille Poole

HRM 599

Professor Huddleston

February 11, 2019

Employee Development and Performance

Introduction

The retail company mission is to drive customer's traffic, improve its product portfolio and boost financial sustainability and positive culture towards work. To achieve these goals the retailer should have the right skill set that might be applied to improve a culture of work, change employees their personality that hinders innovation and team and stops stereotyping which is common for an organization that employs diversity program of recruitment. The training and development program would support the organization on its defined strategic path. The purpose of this research on employee development and performance is to examine various training program and model that might be effective in improving the retailer staffs skillsets.

Training model that might be used to develop the retailer staffs

The training process models that may be used include the ADDIE Instructional Design (ID) method. The ADDIE stands for Analyzing, design, develop, implement and evaluate. The analysis phase is the goal setting phase and it focuses on the audience. HR director must first examine the staffs' skill in order to determine the skills that they need. The organization skill needs and individual skills needs should be evaluated. The performance scorecard of each individual should be used to determine the common skills and training employees need. For example, customer feedback on services and customer service rating may indicate where there is a shortage of skill.

The HR Director will as well make decision needed in the organization development based on the number of new trainees or introduction of a new technology tool that need the employees to be trained. After the HR director analyzes and identified the problem and skill gap that need to be developed, he or she then set timelines on when the training program would start. The objective of the training program is also developed. For example, the training objective of this program would ensure the employees have the technical skills needed to perform the job efficiently and smoothly (Serhat Kurt, 2017). The training objective would increases motivation and engagement of employee hence boosting performance and benefit of the organization.

The other objective that might be created includes upbringing skills and innovation, reduce employee turnover and risk management which is essential in reducing errors. The HR Director would also identify potential cause and solution and came up with a budget that would support that training program. A barrier to success is also investigated. The second phase includes design. This phase entails identifying tools that would be used to gauge performance, various test, and planning resources (Serhat Kurt, 2017). The HR directors have to prepare learning material that would be used to train the staffs. The resources to be used to complete the training program should be determined, for example, the HR director may decide to use the board room as a venue for training and use the firm projector as resources that would facilitate the training.

The approach of teaching is also identified and time frame for each activity to ensure the training model is organized. The training approach identified should be compatible with the employee's needs; the HR director should come up with a way to gauge the success of the training program. The third phase of the training program includes development stages where production and testing of the methodology are tested. The HR director would assess whether the time frame has adhered to the latter and what is accomplished in the term material. This phases will still indicate whether the participants are contributing as per optimal capacity and access whether the training program and material used for training serve the intended function.

The fourth phase is the implementation phase. This phase focus on modification of the program to make sure maximum efficiency and positive results are recorded. In this phase, the HR director should have an appropriate mechanism to deal with testing errors that might be faced. The classroom training will begin, material for training is distributed and training is measured. The fifth phase in the training process model includes evaluation and it entails measuring the results of the training program (Serhat Kurt, 2017). The evaluation of the entire program is conducted to examine if the training meets the required criteria and also to determine whether there is a need for adjustments. The participants' review is important to measure the impact of the training program to the participant skill set.

The challenges associated with training implementation include Time and resources constricts. Time and resources are very important to the organization operation, therefore, the time allocated for training should be used effectively. The failure of the training program may be viewed negatively but it gives the HR director a clue to understand the workforce better and be able to initiate workable measures (Lassk, Ingram, Kraus, & Mascio, 2012). Lack of strategic alignment and lack of pre-established goals may affect the implementation of the training program because if the training program is not well planned and the strategic alignment linked well to the process management then the training program may fail.

Three Types of Method to train employees.

The method of training that might be used includes technology-based learning, lecturers and coaching and mentoring. The technology-based learning is the approach of learning via technology including the internet, audio, video, and others (Bork, 1991). The training may take the form of a web-based training program, interactive multimedia, and interactive video. The classroom format involves training where there must be a physical lecturer that would impact skill and knowledge over a short period of time. Mentoring and coaching are facilitated by an individual who is more skilled. The training is provided through an informal way and it helps to develop leadership skills and experience. The appropriate method that I will select to train the retail employees include using technology-based learning because it is flexible, cost-effective and it would not affect the retailer operation because the employees will take the lesson at their free time.

Difference between performance management and performance appraisal

The performance management is the process of identifying, measuring, managing and developing the performance of the human resource. The performance management eliminates the need for performance appraisal, employees review and employees evaluation that is conducted to determine employees experience. Performance management is the process of creating a work environment in which people are enabled to perform to the best of their capabilities (Surbhi, 2015). The performance appraisal is the approach of evaluating the performance of employees and be able to understand the abilities of a person for further growth and development. The supervisor conducts the performance appraisal by measuring the pay of employees by comparing it with target and plans.

The supervisor has to analyze the factors behind the work performance of employees and the employer to guide employees for better performance. The difference between performance management and performance appraisal is that the performance appraisal focuses on operation while performance management focuses on alignment with strategic objective or an organization. The performance appraisal is conducted once per year or twice per year while performance measure is an ongoing or continuous review which includes formal review (Surbhi, 2015). The performance appraisal focuses on individual performance while performance management is collective and focuses on the performance of the entire workforce. Lastly, the performance appraisal is linked to compensation while performance management is not linked to compensation because it is not individual but collective.

Recommendation

The performance appraisal evaluates individual employee's performance and it helps the management understand the capability of certain employees so that the management can plan on growth and development of that employees. This performance appraisal most of the time benefit the hardworking and old employees within an organization because they are the one who are more likely to be compensated. I will not support the performance appraisal because it is time-consuming and it is more likely to be subjected to natural biases that result in rater errors. Poorly coordinated performance appraisal may give negative feedback (Abraham, Karns, Shaw, & Mena, 2001). Still, the impact of performance appraisal is effective if it is integrated with performance management.

References

Serhat Kurt, (August 29, 2017).ADDIE Model: Instructional Design. Retrieved from https://educationaltechnology.net/the-addie-model-instructional-design/

Bork, A. (1991). Is technology-based learning effective?. Contemporary Education, 63(1), 6.

Abraham, S. E., Karns, L. A., Shaw, K., & Mena, M. A. (2001). Managerial competencies and the managerial performance appraisal process. Journal of Management Development, 20(10), 842-852.

Lassk, F. G., Ingram, T. N., Kraus, F., & Mascio, R. D. (2012). The future of sales training: Challenges and related research questions. Journal of Personal Selling & Sales Management, 32(1), 141-154.

Surbhi S,(September 17, 2015). Difference Between Performance Appraisal and Performance Management: Retrieved from https://keydifferences.com/difference-between-performance-appraisal-and-performance-management.html