Learning and Development: A quantitative analysis of performance management as it relates to employees.
Introduction
In the current dynamic global market, corporations are tasked with meeting the challenges of staying competitive, relevant and profitable. As the demands of innovations begin to move at a quicker pace, many corporations find themselves looking for answers to address the needs of the business with regards to overall performance health. Companies have turned to learning and development, or as many scholars have called it Organizational learning to address performance management. Teaching the corporation new concepts and ideas are not always an easy task and is often fraught with issues. It is important to note that the workers, or non-management employees in a corporation play a significant role to its success. The manner in which learning and development is approached with employees must be considered if a corporation is to successfully implement Organizational learning strategies. Non-management employees in any corporation accounts for the largest sector within the cooperation. Therefore, paying keen attention to this sector of the population will make a difference in the outcomes of the learning programs that will certainly affect the performance of a corporation. This essay will explore the different facets that a corporation must consider to effectively move towards learning and development with regards to non- management employees that will positively
If an organization is already established and wants to become an “effective learning organization” they have to take into account their relationship with their employees at the time they make this decision. If the employees who currently work for management are not “self-energized, committed, responsible and creative beings” (Kinicki, 2012) (or any combination thereof) like McGregor assumes, they will not be able to jump in to some of the activities that leading organizations are doing. Managers will need to understand that if they developed an environment where management is superior and the employees are workers, any part of the human relations theory will not benefit them quickly. Managers will need to gain the trust of their employees and actually listen to their emotions.
This chapter introduces the literature works relating to training and development and how it has an impact on employee’s performance. It gives detailed explanation and clear idea on previous works by researchers in organizational politics to help in understanding the background information on which this research is based on. The chapter describes the concepts of training and development and the effects on employee performance and the gap in literature.
Performance management relates to an organization’s ability to implement a system to evaluate and advance employee performance. Achieving peak performance requires consistency, clear objectives, and constructive employee evaluation. According to Mithas, Ramasubbu, & Sambamurthy (2011), an organization must design the performance management system based on extensive research about the organization’s mission, and then properly communicate the purpose of the system to employees, stakeholders, and decision makers. After the performing the research, the information should be used to establish the appropriate performance management specialized for the organization. In addition, an effective performance management system should align
Many companies are very keen and ready to clinch Work Base Learning in an organization, not mainly because it provide you with lifelong learning, but also it is an important ingredient of what Senge (1990) has termed as the ‘learning organization’. A learning organization is a place in which the learning and flair of persons is backed and promoted so that the organization itself be able to form its future and it also very important to gain competitive advantage.
For most companies, identifying what a learning organization should be and actually becoming one is tricky at best, impossible at worst. One way that manager's and companies can promote the concept of being a learning organization is to assess whether the company is in need of a short-term fix or whether it is more focused on long-term results. Organizational learning is a long-term activity that will build competitive advantage over time and requires sustained management attention, commitment, and effort. Learning organizations maximize their competitive positions during strong economic times and they prudently train their employees and prepare for change even in turbulent times. As a result, learning organizations and learning
Within todays ever-changing working society, training and development is a key part within any organisation. Employees are the main capital within organisations which suggests
Learning at an organization is more of a self-conducted activity, and is a continuous process that lasts the entire cycle of the organization and the tenure of the employee. Nevertheless, each organization must effectively employ certain training and development activities for new as well as seasoned employees in order to accomplish different objectives:-
According to Senge, et. al. (2012) “the Industrial Age was portrayed as a major role that formal schooling played in education”. The assumptions about education came together in the critical issue of assessment and accountability. The schools believed in a model of education where one mold fits all, and turned learning into a dull, repetitive, and tedious process. Still today students, teachers and schools are over pressured by mandated performance which leaves students with two basic alternatives; either to cope or disengage and more than fewer students are disengaging.
Creating a performance management plan for Landslide Limousine Service is something Atwood and Allen Consulting will develop to assist LLS in this course of action for how to manage employees. Most small business owners are almost clueless when it comes to hiring and managing employees and this is where most of the issues may arise. This is where Atwood and Allen Consulting can guide and direct Mr. Stonefield in the right way to look at his business as a whole and how the right or wrong employees can impact the success of the business.
Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,
Training needs for the underperforming employee can be found out as under as as to bring out the best in him and contribute towards his and organizational goals in positive manner.
Performance Management Within the Workplace The basis of the mainstream of performance appraisals within the modern workplace is one person (a manager or executive) rating one more, an intrinsically individual process. There are distinction such as 360 degree appraisals that include the judgment of others such as clientele and peers/colleagues in the process but it is the action of one person transitory judgment upon another that is subjective in nature and the root cause of many of the problems encountered in the research associated with performance appraisals. Performance appraisals are of importance to the organisation, as they often provide the only measure of an individual's contribution and
With the changing economic climate and the notion of a global market, corporations all over the world grapple with the idea of management learning as it relates to performance management in an effort to remain competitive. Hall and Rowland’s article explores these ideas in great detail that are rooted in a fifteen-year research project. I will analyze their research problem, purpose of the study, research question, method of research, significance of the study and its global implications, research findings and finally the relevancy of findings as it relates to my experience in my current corporation.
Performance management is the process of creating a work environment or setting where people are enabled to perform to the best of their abilities. Performance management is also a whole work system that begins when a job is defined as needed, and ends when an employee leaves the organization.
From the results of interviews with specialist doctors in general government hospital Medan city, performance measurement has been done with the online system. The process and the result of performance measurement can be seen by superiors and specialist doctors themselves. This result is different from Lubis and Nasution's (2016; 2017) study. From they’re research in private general hospitals around Medan City, performance measurement has’nt been done with the online system. They still use paper stuffed manually.