Human Resources Management Network.
Students Name:
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Date:
Question 1:
a)
Human resource operations usually seem to bring together employee development and employee training together. However, the two aspects of employee facilitation have a different focus, but they can actually be applied simultaneously to improve the employee's general knowledge, skills, and competence (Surbhi, 2015). The main difference between employee development and employee training is that employee training pieces only aim to prepare an employee for short-term responsibilities, and possibly those duties are normally related to the current job position or the working environment. On the other hand, employee development is a well-organized continuous process that provides educational and learning avenues for the employee to update their existing skills and knowledge for long-term use.
Employee development focuses on the future of an employee; it is a process that ensures employees have what it takes to face future challenges and job opportunities professionally, unlike employee training that is situational oriented and perhaps the skills given to the employee may not apply to the varied working environment since the training is organizational oriented. While employee development improves and varnishes employee’s skills as well as preparing them for other roles such potential leadership skills and improvement of the practical application of said skills with the alignment of their goals, employee training only aims at imparting new skills that are job, organizational or workplace-based (Surbhi, 2015). Employee development is a vital process as it promotes professionalism in the line of career and long-term skill development for varied role position as opposed to employee training that is only aimed at promoting employee growth in a current and most needed skillset that is short-lived
b)
As mentioned, early employee training is a vital exercise. It imparts new skills to the employee to face current situations based on the job positions such as supervising, managerial or any other low-level duties like the execution of certain career-related activities (Surbhi, 2015). Such training pieces are all focused on ensuring that the employee is well prepared to tackle the tasks currently presented to them. In so doing, the employee tends to expand their skills and technical knowledge of how some activities ought to be undertaken. Employee training facilitates employee growth in terms of skills and experiences.
With newly acquired skills. The employee is presented with the opportunity to get a promotion and more pay at work. Gained experiences and skills help the employee development as this adds value to their performance than there before (Bury, 2020). Employee development can be measured differently; some of the key measurements can be attributed to the employee job position, annual promotion rate, and total earnings. Therefore, employee training is one of the best ways employee competence is nurtured to expose them for promotion and salary increments, which translates to employee development.
c)
It worth mentioning that both employee training and development conjointly promote and support career planning in several ways. Through training and employee development, the employee is equipped with necessary practical and theoretical skills that will of great value to their career. Such training and development provide solutions for both short-term career challenges and long-term career-related issues. Therefore, employee training and development support the employees' careers helping them meet their career-oriented needs. Training facilitates the employee in meeting their current career needs within the production set. Additionally, employee training and development provides knowledge and skills to enhance and promote the employee's effective performance by solving their situational challenges and making them perform better in their career and with high vigour (Bury, 2020). Development and training of the employees provide a learning avenue that prepared them for future promotion and thereby solved much of their future career needs as employees.
References
Bury, L. (2020, January 28). The difference between employee training and employee development -. Retrieved from https://goverb.com/the-difference-between-employee-training-and-employee-development/
Surbhi, S. (2015, April 29). Difference Between Training and Development (with Comparison Chart) - Key Differences. Retrieved from https://keydifferences.com/difference-between-training-and-development.html
Question 2:
A)
Steps I would take to prepare for the session include.
1. In the first step, I Will enumerate and perhaps make the employee understand organizational and client relevant goals that will be needed to be discussed during a performance feedback session. These goals will involve business outcomes, skills, and client success (Shepherd, 2016).
2. At this level, I will re-assess and evaluate the primary performance indicators and also ensure that they can be measured within a given scale. In this case, I will scale measurements with reference to the anticipated expectations such that; exceeded expectation (High), achieved the expectations (Mid) and expected to do more (Low) (Peek, 2020).
3. In this step, I will formulate and establish an assessment explanation and gather evidence to support the reason for the employee's evaluation of the various dimensions and organizational goals.
Note that the employee will have enough time to go through all the appraisal forms and perhaps feel the appropriate sections in the above-mentioned steps. During the session, the employee will be aware of the expected assessment questions. I will have built trust and confidence unto the employee and later ask questions on how the organization operates and what they feel should be adjusted to improve productivity. I will also ask the employee to enlist some of the challenges they face while executing their duties and put forwards their suggestions on what to be improved (Peek, 2020). Finally, it will provide guidelines on the areas of weakness they need to improve on and how to go about it before concluding the session.
Sources of data that would consider.
I will consider several sources such as;
i. Employee performance with reference to the organization's set core values.
In this case, I will be guided by questions to help gather enough feed on the employee's progress. For example; How is the employee level of engagement relate to activities that facilitate organization success (Peek, 2020)
ii. Client Feedback.
In this data source, I will determine how the employee serves the clients by knowing more about the employee's attitude and feedback to the customers.
iii. Peer assessment feedback.
In will consider the credibility of the feedback information provided by a neutral peer.
iv. Primary performance indicators.
I will evaluate the employee based on their experience. For example, for individuals who have been working within the organization for more than 2 t 3 years, I will use their previous years' performance to determine whether there is any progress or efforts to improve.
How to conduct feedback and evaluation?
For effective and objective feedback and evaluation to be realized, I will send a meeting invite early enough, say a week before the actual day. In the innovation memo, I will mention the place, location, meeting room, convenient time and perhaps provide an online link if the meeting is virtually conducted (Peek, 2020). I will start will the simplest questions to gain the employees' attention then present the evaluation forms containing the primary performance indicators for that given year. Will also ask the employee for self-evaluation and how far do they think they have achieved their targets. Then I will clearly point out why every employee was given the ratings they have for every dimension evaluated.
Having done that, I will also give the opportunity to employees to ask their questions for clarification of the ratings they were awarded during appraisal (Peek, 2020) Riggio, 2017, p. xx). Finally, they will end the meeting by acknowledging the employees for their efforts and excel in various fields and challenging them to present their areas of weakness to be assisted in work more productively.
B). How to prepare as an employee for my performance evaluation meeting.
I will ensure that I have identified my primary performance indicators as well as listing down my goals with a well-explained roadmap on how to achieve each of the goals. I will also have my checklist of the important milestone and achievements I have made with regard to organizational goals. I will ensure that I remain calm, confident and avoid any incidences of emotional responses Riggio, 2017). Finally, I will mention challenging situations and areas that I direly need assistance to overcome the challenges.
References
Peek, S. (2020, May 12). 6 Tips for Writing an Effective Performance Review - businessnewsdaily.com. Retrieved from https://www.businessnewsdaily.com/5760-write-good-performance-review.html
Riggio, R. E. (2017). Evaluating Employee Performance. Introduction to Industrial/Organizational Psychology, 145-177. doi:10.4324/9781315620589-6
Shepherd, D. (2016, February 17). Top methods for Employee performance evaluation. Retrieved from https://www.assessteam.com/top-methods-and-techniques-for-evaluating-employee-performance/
Question 3:
Security cab is describing as a way of providing protection and a safe working environment to workers from work-related hazards and injuries. It ensures that all the workers are safe and secured from any threats (Condon, 2019). Workplace bullying and violence have been among the major issues that hinder performance and business productivity and have raised many concerns that need to be addressed urgently. A recent analysis revealed that health concerns and consequences have resulted from suffering, bullying and violence encountered by most of the workplace employees. These concerns include health issues, stress and mental disturbances leading to mental problems. Workplace bullying has led to a significant reduction of employees' morality in executing their duties, high turnovers as well as increased absenteeism. It can also attract a potential lawsuit on a given business.
Some of the actions that an employer can take to help mitigate and perhaps minimize workplace bullying and violence are the formulation and establishment of organizational a zero-tolerance policy curtailing the vices of bullying and violence within and outside the working environment among its employee and ensure that the policy is communicated to all the employees. The policy could inform and provide operational guidelines to the entire organization and employees at large on what moral values need to be upheld by every member, acceptable conduct and employee relations, and stipulated what should not be condoned beyond certain limits (Condon, 2019). The policy will also provide prior consequences of misconduct and mishandling of workmates by their fellows, such as job termination.
Another strategy that will help an employer mitigate workplace violence and bullying would be the provision of progressive and regular workplace bullying and violence prevention training for the employees, managers and supervisors to create awareness and sensitization against the vice (ALICE, 2020). The training will provide adequate knowledge on the essence of maintaining moral values and n codes of conduct within and outside the workplace for the benefit of their future
Another way of reducing such vices is that employers need to look out for, identify and take appropriate measures to reduce stress among the employees and negativity within the workplace by creating a safe working environment for employees to feel free and comfortable to report cases of bullying and harassment (ALICE, 2020). If employees are afraid to report abuse while suffering, they will not be motivated to continue working. The employer also risks being sued for not creating a safe working place. These steps will motivate and promote healthy work relationships, to reduce violence and bullying.
References
ALICE. (2020, June 17). How to Prevent Workplace Violence in 12 Ways | ALICE Training. Retrieved from https://www.alicetraining.com/alice-institute-training/10-ways-to-prevent-workplace-violence/
Condon, C. (2019, January 17). Four Key Tips for Workers When Confronted by Workplace Violence - EHS Daily Advisor. Retrieved from https://ehsdailyadvisor.blr.com/2019/01/four-key-tips-workers-confronted-workplace-violence/