The Role of Employee Development Through Training Essay Example
The HRM is in charge of assessing and analyzing the practices of other companies. Moreover, it is the responsibility of the human resource department to guarantee that the training given to new employees is appropriate for their designated tasks within the organization.
The training and benchmark should align with the business strategies of their organization. The human resource department collects and stores data about employees' identity, training level, experience, and conduct. This information is crucial for evaluating and managing employees' performance as it helps determine their progress. It is essential for the form of data collected and stored by the human resource department to be relevant to the organization, allowing them to develop strategies for achieving business objectives. The department also participates in employee reviews, assessing behavior and performance while providing guidance on duties and areas of jurisdiction within the organization.
The human resource department must ensur
...e that employees' behaviors and performance factors align with the organization's objectives and business strategies. Trait-oriented performance appraisal focuses on attributes such as helpfulness, dependability, and punctuality. Supervisors evaluate employees in their department by identifying the specific traits each employee exhibits. This type of appraisal is commonly used in customer care service departments. Behavior-oriented performance appraisal evaluates employees based on a scale that measures their behaviors.
The employee performance appraisal system consists of three types of scales: behaviorally based scales, forced-choice scales, and graphic rating scales. This system is applicable for both customer care based organizations and marketing oriented organizations. The result-based performance appraisal system entails monitoring the employees' performance over a specific time period, comparing it to other similar institutions, and assessing whether there is any improvement compared to their department'
past performance. This type of appraisal is suitable for organizations that require measurable output in terms of employee performance.
The customer care service-oriented organization can implement the system of employee performance appraisal successfully. The Maersk customer service CARE business partner can use the result-based employee performance appraisal, which ensures a fair rating for employees and aligns with the organizational business strategies. This enables the Human Resource department to effectively address both organizational and individual employees’ objectives. The performance scale uses numeric ratings (1, 2, 3, 4) or alphabetic ratings (A, B, C, D) to indicate performance level.
The performance of individuals is evaluated on a graphical scale, which ranges from excellent to poor. Specific behaviors are assessed using behaviorally-oriented scales, such as how one politely and orderly responds to a question from a stranger. Employee performance is ranked on forced choice scales as poor, average, above average, or excellent. Mixed standard scales are a variation of forced choice scales that allow administrators to include comments.
References
- A.P. Moller-Maersk. (2008). Philadelphia, PA: WetFeet.
- Noe, R. A., Hollenbeck, J. R., Gerhart, B. A., & Wright, P. M.
The publication date of the book "Human Resource Management: Gaining a Competitive Advantage" is 2015.
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