Training and development and performance management
Focusing on the role of human resources management, it is important to understand that training and development are integral elements in the organizational activities. The purpose of training and development is to improve the performance management or in other words, they help the human resources manager manage individual as well as organization and more importantly, achieve the organization goals as well as competitive advantage (Saks et al, 1). Training means that organization need to provide employees with information and knowledge for them to carry out their roles and responsibilities effectively. Note that through training, the organization meets the employees’ needs by ensuring that the workforce gains the work-related skills and knowledge. An important point to note is that through training, organization does not focus on offering what is profitable but it offers what is needed by the workforce (Saks et al, 6). When employees gain skills and knowledge needed in performing task, they increase performance and in turn, achieve the organization goals.
Performance management is a role of human resources and in order to have an effective performance management, the human resource manager must improve the performance of the workforce. In other words, human resources manager use an integrate approach in developing the workforce capabilities (Saks et al, 5). The latter is done through training and development and in turn, the organization creates a supportive workplace where employees feel appreciated thereby increasing their performance. In organization, training and development are associated with many benefits in that organization achieves its goals and objectives. In addition, apart from gaining knowledge and skills, employees who receive training and development gain a greater confidence and the desire to exploit their abilities in achieving the organization goals (Saks et al, 9). Training and development not only improves performance management within the organization but it also benefits the society in that the trained workforce manages their personal lives and they may also create jobs and opportunities by applying the gained skills and knowledge (Saks et al, 10). Note that training is a strategic activity that helps in achieving other strategic business objectives. By achieving goals and objectives, organization achieves competitiveness and effectiuvenes since trained employees increase performance and in turn, organization increases productivity and profits. Studies have shown that organizations that offer training and development increases revenues and profits compared with firms that do not use this strategic approach. Saks et al (11) assert that training and development recruit employees whose goal is not only salary gain but also professional development. Thus, training acts a strategic way of retaining these workers and many employees will be attracted to organizations that offer training.
On performance management, Rusell & Rusell (9) add that human resources managers conduct performance review annually and the performance feedback is rarely perceived positive. The failures occur simply because many organization stick of annual performance review but ignores the review of workforce performance as well as appraisal.The authors state that great performance results will be achieved if the organization reviews the performer’s work and value it as significant within the organization. In other words, the performer should produce a positive outcome and the outcome is achieved through great efforts. For example, employee should ensure greater performance through focusing on factors saucy as quality and quantity. The latter will be achieved if the organization provides the employees with training and development or rather providing them wills work-related skills and helping them understand the goals, vision and mission (Rusell & Rusell, 29). The authors point out that performance review is an event which leads to performance management. This means that performance review should be done on behaviors and outcomes and through review, the human resource manager will have a better performance management (Rusell & Rusell, 43).
Work cited
Russell, Linda, and Jeff Russell. Astd's Ultimate Performance Management: Training to Transform
Performance Reviews into Performance Partnerships. Alexandria, Virginia: ASTD Press, 2009.
Print.
Saks, Alan M, Robert R. Haccoun, and Monica Belcourt. Managing Performance Through Training and
Development. Toronto: Nelson Education, 2010. Print.
