HRM 635 How does a performance management system connect with training and development and compensation strategies?

HRM 635 How does a performance management system connect with training and development and compensation strategies?

HRM 635 How does a performance management system connect with training and development and compensation strategies?

Dessler (2017) defines Performance management as the continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization’s goals. (pg.573) Also, performance management has six basic elements as direction sharing, goal alignment, ongoing performance monitoring, ongoing feedback, coaching and development support, and recognition and reward. This is how a performance management system is connected with training and development and compensation strategies. The performance management system in my organization needs many improvements but the most important is that the employees work plan is initiated when the new employee arrives at the department and is revies one year later when the employee is due for his yearly performance appraisal not given the employer the opportunity to work ad focus on his goal during the year.

Training is the process of enhancing knowledge, job-related skills, attitude of an employee within the organization. Organizations may evaluate their current and future employees/candidates to help determine what training is needed to succeed and/or excel within their job skill set/job role. Within training employees there are a variety of steps that are within the process such as orientation, in-house, mentorship, and/or external training (Howell, 2022).  Training helps new employee in the learning process which usually occurs within a short-term 3–6-month period and focuses on developing knowledge and skills for their current job role they are going to be working in (Surbhi, 2018). Development is a continuous training process that involves existing employees within top level employees such as the management and/or executive development team. Development ensures that the management and executive team has training specific to help enhance their conceptual theoretical knowledge and in result brings more efficient and effective work performance into the workplace. Development involves a wider training scope focused on career orientation (Surbhi, 2018). Essentially both training and development are essential within organizations performance management systems and are used at different times within the employees hiring/career status.

It is essential for organizations to use training and development plans to help assist and evaluate future goals within the organization over the next few months and/or years. When organizations use performance management system strategies to help assist in determining which employees will be retiring soon and whom may be leaving the organization, it can help aid in the process of planning hiring for training and development needs along with helping employees reach their individual goals and retain employees (MRA, 2022). When organizations review job roles and possible advancements within the organization, it is essential to look at how many years of education the employee has along with their degrees, and years’ experience to help gage salary compensation and job advancements.

Having a strong performance management system represents recognition programs, performance appraisals, outstanding communication, and adequate training to help ensure that all departments and/or employees are working well together (MRA, 2022).  Performance management helps measure, identify, and develop the continuous performance process within employees that aligns their performance with the organizations goals to help better guide achievements, goals, and improvements within the individual and/or organization (Dessler, 2017). My organization needs to focus and improve employee retention. To complete this task, it is essential to evaluate in performance reviews goals and career endeavors within employees to match individual goals within the organizations and to help drive behaviors and goals within the organizations strategic planning process. Being able to retain employees and advance their career positions will reduce cost to the budge within training and will minimize/reduce the orientation process and will help the development within the organization.  Providing adequate communication between team members and the organization will help ensure understanding and knowledge gained within feedback, conflict management, and concerns could all potentially affect employee retention and can be prevented with the correct strategies and communication in place (Pulakos, 2004).

References

Dessler, G. (2017). Human resource management (15th ed.). Pearson.

Howell, R. (2022). All 5 types of training in human resources management (HRM). https://sguru.org/hrm-all-5-training-types/

MRA. (2022).  Build the right training and development planhttps://www.mranet.org/resource/build-right-training-and-development-plan

Pulakos, E.D. (2004). Performance management. https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Performance-Management.pdf

Surbhi, S. (2018). Difference between training and developmenthttps://keydifferences.com/difference-between-training-and-development.html

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Training is the process of enhancing knowledge, job-related skills, attitude of an employee within the organization. Organizations may evaluate their current and future employees/candidates to help determine what training is needed to succeed and/or excel within their job skill set/job role. Within training employees there are a variety of steps that are within the process such as orientation, in-house, mentorship, and/or external training (Howell, 2022).  Training helps new employee in the learning process which usually occurs within a short-term 3–6-month period and focuses on developing knowledge and skills for their current job role they are going to be working in (Surbhi, 2018). Development is a continuous training process that involves existing employees within top level employees such as the management and/or executive development team. Development ensures that the management and executive team has training specific to help enhance their conceptual theoretical knowledge and in result brings more efficient and effective work performance into the workplace. Development involves a wider training scope focused on career orientation (Surbhi, 2018). Essentially both training and development are essential within organizations performance management systems and are used at different times within the employees hiring/career status.

It is essential for organizations to use training and development plans to help assist and evaluate future goals within

HRM 635 How does a performance management system connect with training and development and compensation strategies
HRM 635 How does a performance management system connect with training and development and compensation strategies

the organization over the next few months and/or years. When organizations use performance management system strategies to help assist in determining which employees will be retiring soon and whom may be leaving the organization, it can help aid in the process of planning hiring for training and development needs along with helping employees reach their individual goals and retain employees (MRA, 2022). When organizations review job roles and possible advancements within the organization, it is essential to look at how many years of education the employee has along with their degrees, and years’ experience to help gage salary compensation and job advancements.

Having a strong performance management system represents recognition programs, performance appraisals, outstanding communication, and adequate training to help ensure that all departments and/or employees are working well together (MRA, 2022).  Performance management helps measure, identify, and develop the continuous performance process within employees that aligns their performance with the organizations goals to help better guide achievements, goals, and improvements within the individual and/or organization (Dessler, 2017). My organization needs to focus and improve employee retention. To complete this task, it is essential to evaluate in performance reviews goals and career endeavors within employees to match individual goals within the organizations and to help drive behaviors and goals within the organizations strategic planning process. Being able to retain employees and advance their career positions will reduce cost to the budge within training and will minimize/reduce the orientation process and will help the development within the organization.  Providing adequate communication between team members and the organization will help ensure understanding and knowledge gained within feedback, conflict management, and concerns could all potentially affect employee retention and can be prevented with the correct strategies and communication in place (Pulakos, 2004).

References

Dessler, G. (2017). Human resource management (15th ed.). Pearson.

Howell, R. (2022). All 5 types of training in human resources management (HRM). https://sguru.org/hrm-all-5-training-types/

MRA. (2022).  Build the right training and development planhttps://www.mranet.org/resource/build-right-training-and-development-plan

Pulakos, E.D. (2004). Performance management. https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Performance-Management.pdf

Surbhi, S. (2018). Difference between training and developmenthttps://keydifferences.com/difference-between-training-and-development.html

Training is the process of enhancing knowledge, job-related skills, attitude of an employee within the organization. Organizations may evaluate their current and future employees/candidates to help determine what training is needed to succeed and/or excel within their job skill set/job role. Within training employees there are a variety of steps that are within the process such as orientation, in-house, mentorship, and/or external training (Howell, 2022).  Training helps new employee in the learning process which usually occurs within a short-term 3–6-month period and focuses on developing knowledge and skills for their current job role they are going to be working in (Surbhi, 2018). Development is a continuous training process that involves existing employees within top level employees such as the management and/or executive development team. Development ensures that the management and executive team has training specific to help enhance their conceptual theoretical knowledge and in result brings more efficient and effective work performance into the workplace. Development involves a wider training scope focused on career orientation (Surbhi, 2018). Essentially both training and development are essential within organizations performance management systems and are used at different times within the employees hiring/career status.

It is essential for organizations to use training and development plans to help assist and evaluate future goals within the organization over the next few months and/or years. When organizations use performance management system strategies to help assist in determining which employees will be retiring soon and whom may be leaving the organization, it can help aid in the process of planning hiring for training and development needs along with helping employees reach their individual goals and retain employees (MRA, 2022). When organizations review job roles and possible advancements within the organization, it is essential to look at how many years of education the employee has along with their degrees, and years’ experience to help gage salary compensation and job advancements.

Having a strong performance management system represents recognition programs, performance appraisals, outstanding communication, and adequate training to help ensure that all departments and/or employees are working well together (MRA, 2022).  Performance management helps measure, identify, and develop the continuous performance process within employees that aligns their performance with the organizations goals to help better guide achievements, goals, and improvements within the individual and/or organization (Dessler, 2017). My organization needs to focus and improve employee retention. To complete this task, it is essential to evaluate in performance reviews goals and career endeavors within employees to match individual goals within the organizations and to help drive behaviors and goals within the organizations strategic planning process. Being able to retain employees and advance their career positions will reduce cost to the budge within training and will minimize/reduce the orientation process and will help the development within the organization.  Providing adequate communication between team members and the organization will help ensure understanding and knowledge gained within feedback, conflict management, and concerns could all potentially affect employee retention and can be prevented with the correct strategies and communication in place (Pulakos, 2004).

References

Dessler, G. (2017). Human resource management (15th ed.). Pearson.

Howell, R. (2022). All 5 types of training in human resources management (HRM). https://sguru.org/hrm-all-5-training-types/

MRA. (2022).  Build the right training and development planhttps://www.mranet.org/resource/build-right-training-and-development-plan

Pulakos, E.D. (2004). Performance management. https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Performance-Management.pdf

Surbhi, S. (2018). Difference between training and developmenthttps://keydifferences.com/difference-between-training-and-development.html