Free Employee Training And Appraisal Essay Sample

The HR Director must have considered must have considered the fact that personal development of the workforce in the company is as important as the business development of the company. Through training, the employees become more skilled to help the company meet the current challenges and remain competitive. Personal development deals with activities that improve on identity and awareness, develop and build on the potential of employees, enhance employee capital and facilitate the employability of employees (Ashton and Sung 2005, 45). The HR Director have considered must have considered the fact that personal development in the workplace is supposed to be developed in a structural and caring way to balance the achievement of the company’s targets and improve the employee’s workplace skills. Development may also lead employees to come up with new concepts and innovations on how they can improve the company (Hall, D. et al. 2010, 3). These new strategies can lead to increased productivity and profits, in the long run. In addition, personal development improves relationship between employees, as they can engage better with managers reducing conflict since they are more satisfied with the company.
The HR Director must have considered the fact that training might help employees to carry out their current role as their skills are improved. Due to the training, the employees have received they could put more attention to detail and gain more interest in all the aspects of their work which helps employees develop a more holistic approach to tasks as they have a better understanding as to why things are done in a certain way. The employees are likely to feel part of the organization and feel better supported in their work by Total. This can increase employee loyalty to the company. Some personal development training such as health training or safety training might be necessary which can help employees feel more confident in addition to adding value helping the employees feel more able to undertake their duties. This can help the company save on costs, in the long run.
The HR Director must have considered the link between employee development and motivation as currently practiced in the industry, and how these factors can be appraised. After the training, the HR Director must have considered the fact that the employee appraisal must be improved. The company must not only come up with ways to improve satisfaction, loyalty and motivation of the employees to the company but how these variables will be appraised in the short and long run. The effects of the training must be assessed objectively to ensure a return on investment. The HR Director must have thought that the opportunities to learn while in the workplace can boosts their confidence in learning new things and enhance their esteem. Training can also open up doors for career advancement for other workers. This might improve the retention of employees for the company and job satisfaction among employees. The HR Director must have considered that image of the company to the employees and the outside world will also improve and more people can see the company as an ideal company, which improves the brand image of the company to the public.
The HR Director must have considered that employee development can also be used as an important tool for employee appraisal, which can help employees to focus on their achievements. After taking them through a personal development process, the HR Director must have thought of how to collect data and use it effectively. The data can be used to improve planning and work processes that lead to improved efficiency for the company. After the appraisal, the employees with higher skill levels can be deployed to areas of greater responsibilities, which decrease the oversight of tasks by less skilled employees. The company must be able to appraise, recognize and reward the personal development efforts of the employees, which can encourage them to work even harder at their personal development and also encourage others to do the same. This, in the long run, can have great benefits to the company in terms of a better-skilled workforce, which can eventually lead to an increase in profits. Employee appraisals can be done through customer satisfaction surveys. Through employee satisfaction surveys, managements are capable to obtain highly detailed data regarding employees’ job satisfaction. By attempting to improve the services to customers, most organizations, especially those in the service industry have deployed a customer focused HRM approach. This improves the services to customers in most organizations, especially in the service industry. Moreover, such empowerment strategies have a positive impact job performance and meaningfulness that enhances long-term commitment to the company.
With regard to the quote from the HR Director, it is possible to point out that there is a relationship between employee training /development and employee motivation. Coupled with effective appraisal system, the relationship tends to be strongly positive; hence the Board of the company needs to adopt the proposals by the HR Director. The company through the proposed changes development of its standards of training and appraisal can gain an increased productivity, increased employee motivation and engagement in the company’s tasks. Investing in employee development and appraisal is vital in maintaining and developing the skills, competence and abilities of the employees and the company as a whole. In addition, investing in employee development might create a dynamic relationship where employees may work harder. The Board should see new standards of training and appraisal programs not as a cost but a benefit with results that are linked to the company’s achievement of its goals and increased profits.

Reference list

Ashton D. and Sung J. 2005. Supporting Workplace Learning for High Performance Working.
Geneva: International Labor Organization. 11(3).
Hall, D. et al., 2010. Business Studies, 4th ed. Essex: Pearson Education.
Yeo. R. 2008. How does learning (not) take place in problem-based learning activities in
workplace contexts? Human Resource Development International.