Employee Development - Research Paper Example

?Employee Development Employee development is an important and ongoing process in an organization. It is a process by which an employee grows throughout his working period in an organization. From the beginning of his employment to his progression towards each phase the development takes place. Two of elements which are prevalent during employment development are performance management and performance appraisal. As per (Bersin,2013) “Times have changed. More and more companies have decided to radically change their performance appraisal process”. Even though both are related to performance of an employee they differ in meaning. Performance management as the name suggests is a management proposal which enables managers to stay in contact with the employees in order to modify and clarify them according to organizational needs. According to ( Heathfield, 2013) “Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities”. While performance appraisal is an assessment criteria or a performance review of employees conducted by the managers. Performance management is a constant process while performance appraisal is episodic. Performance management is a management strategy which is concerned with the human resource department and it has long term goals. Performance appraisal on the other hand is operational and has short to mid – run goals. Performance management is forward looking and has an aim of developing individuals and grows them in parallel with the needs and changes of an organization. In performance appraisal, the mangers judge the working system of an employee to understand the progress in his working. Performance management nurtures a healthy relationship between a manager and an employee while performance appraisal is more about a record keeping process. Performance management is comprised of many activities while performance appraisal is just judging an employee performance standard. Performance management is set of activities which ensure that company is effectively meeting its goal and performance appraisal analyzes the quality of work of an employee on a yearly basis. Performance management is an ongoing process and happens on a day to day basis while performance appraisal is a one -time affair. Performance management is an integrated process while the other is an isolated system distinct from business affairs. Performance management is focused on individual’s growth while performance appraisal is all about looking at an employee’s past mistakes and misbehaviors. As per ( Joseph,2013) “To assess the performance of each employee and provide feedback, it may be necessary to implement a job appraisal system”. Initial training has an important role to play with regard to performance management. Initial training directly influences the amount and type of performance management as training gives direction and information to the managers about the performance management action and nature. If training is given well ahead in time, it can help the managers in making the performance management a compact process with lesser efforts. Some initial training is recommended to managers to attain success in performance management. The initial training can avoid the misconception and fear existing among managers regarding performance management and make its implementation a smoother affair. Sometimes, performance management approach might be a new procedure for certain managers and in such a situation initial training can reduce their work load .If training is given before hand, then the managers can avoid mistakes and work in a organized manner which reduces the amount of work needed for the process. Training gives appropriate guidance to the manager as to the steps needed to be followed with regard to performance management. According to ( Jorm,1996,pg.55)“ Performance management training can be incorporated at a later stage into the mainstream training programs, such as induction programs for new starters”. Performance management is an important part of an organization and the effectiveness of a business is largely depended on it. So if training is given ahead in time, then the work of the managers can be simplified. Initial training gives information as to different way in which it can be done. This gives selection to the managers as to which type of performance management to approach while starting the process. If the managers are unaware of the different types of management then their process can be ineffective. Different management problems need different performance management system so training can give information on these facts. The different performance management types like strategic, operational and individual based has more roles to play in the business. So initial training can reduce the amount and give choices towards the type of performance management to install to the managers. Performance evaluation is a standard against which the actual performance of an employee is checked. According to ( Suliman,2011,pg.253-262) “ Performance evaluation can be defined as the process of assessing performance of each member of staff during a specific time period estimated on the level and quality of performance itself, this performance may include work implementation assigned to individual on his or there behavior”. Performance evaluation is an important multi – purpose tool and is same as performance appraisal. In performance management, the managers does performance appraisal through performance evaluation. Performance evaluation identifies the training frame work; plan for career growth and skills and abilities needed for promotion of employees. Actually, in the initial training stage, the managers are given information and knowledge regarding performance evaluation. They are guided as to the method of constructing a performance evaluation tool in to conduct performance appraisal. The efficiency of performance management system reflects in a performance evaluation framework. Only managers who have attained a full – fledged training can successfully conduct profession performance evaluation which is efficient and effective. Performance evaluation is otherwise called performance appraisal and its quality depends on the initial training received by mangers with this regard. Analyzing an employee through performance employee is not an easy phenomenon and the managers themselves need to be proficient and experienced to do this. A training given in advance always equips the managers well with the tactics needed to do performance evaluation. The initial training can make the performance management efficient which in turn can make the performance evaluation an easier process. The initial training gives a solid foundation to the managers which allow them to conduct performance management in a professional manner. Since performance evaluation is a part of performance management, the three are interconnected. Only if the team conducting performance management is strong then it can evaluate performance of employees in the right manner. Performance evaluation is a tedious process and managers need to have lot of information before they embark on this task. Without training the mangers responsible for performance management may feel vague about performance evaluation techniques and systems and this can largely affect the business goals and performance standards. Actually the managers as a part of training are also given coaching on how to conduct performance evaluation. So, ultimately, initial training, performance management is all inter related and the former can influence both the process. References Bersin, J. (2013). Time to Scrap. In http://www.forbes.com. Retrieved November 12, 2013, from http://www.forbes.com/sites/joshbersin/2013/05/06/time-to-scrap-performance-appraisals/ Heathfield, S. (2013). Performance Management. In http://humanresources.about.com. Retrieved November 12, 2013, from http://humanresources.about.com/od/glossaryp/g/perform_mgmt.htm Joseph, C. (2013). Advantages & Disadvantages of Performance Appraisals. In http://smallbusiness.chron.com. Retrieved November 12, 2013, from Advantages & Disadvantages of Performance Appraisals Jorm, N. (1996). Working Towards Results: Managing Individual Performance in the Public Service (p. 55). Ontario: Commonwealth Secretriat. Read More