What are the Benefits of the Employee Training and Motivation
Some of these researchers argue that the recognition of the importance of training in recent years has been heavily influenced by the intensification of competition and the relative success of organizations where investment in employee development is considerably emphasized (Beardwell et al. 2004)Talking to the IT industries also training new employee and gain the knowledge is very important for their carrier development.
According to Wright & Geroy (2001), employee competencies change through Effective training programs. It not only improves the overall performance of the employees to effectively perform the current job but also enhance the knowledge, skills and attitude of the workers necessary for the future job, thus contributing to superior organizational performance (Wright & Geroy (2001) .Through training the employee competencies are developed and enable them to implement the job related work efficiently, and achieve firm objectives in a competitive manner (Wright & Geroy (2001).
Employee Motivation Factors
Performance Appraisals
Performance appraisal is a process that is carried out to enable both the individual
and the organization to analyze, examine and evaluate the performance of specified objectives over a period of time (McCourt & Eldridge 2003, 209).. This process can take up formal and informal forms (McCourt & Eldridge 2003, 209).
Appraisal can be divided two groups such as developmental and administrative purposes
Developmental purpose of appraisal (McCourt & Eldridge 2003, 209)
• Performance feedback
• Identifying individual strengths/weaknesses
• Recognizing individual performance
• Assisting in goal identification
• Evaluating goal achievement identifying individual training needs
• Determining organizational training needs
• Improving communication and allowing employees to discuss concerns
Administrative Purpose of appraisal (McCourt & Eldridge 2003, 209)
• Personal decisions
• Determining promotion candidates
• Determining transfers and assignments
• Identifying poor performance
• Deciding layoffs
• Validating selection criteria
• Meeting legal requirements
According to the McCourt & Eldridge 2003,"Depending on the appraisal feedback; negative or positive, its impact to the employee may damage the organization if not taken well by the employee"
Reference List
Beardwell, I., Holden, L. & Claydon, T. 2004 Human Resource Management a Contemporary Approach. 4th Ed. Harlow. Prentice Hall
McCourt, W. & Derek, E. 2003. Global Human Resource Management: Managing People in Developing and Transitional Countries. Cheltenham, UK: Edward Elgar
Nassazi, N. (2013). Effects of training on employee performance: Evidence from Uganda (Unpublished doctoral dissertation). University of Applied Sciences, Vassa, Finland.
Wright, P. & Geroy, D. G. (2001).Changing the mindset: the training myth and the need for word-class performance. International Journal of Human Resource Management 12,4, 586–600.
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Great post!! Agreed with the content above Nayanjalee, Furthermore, studies in this area clearly imply that performance appraisal systems may be utilized to improve motivation while concentrating on performance appraisal as a motivating strategy (Chen & Eldridge, 2010; Appelbaum et al., 2011). Performance evaluation, however, can have major consequences in terms of employee unhappiness and, as a result, a decline in productivity and organizational commitment when it is carried out in the absence of defined goals (Maley, 2013)
ReplyDeleteThanks Romeda share with value details about performance evaluation and Organizations currently use several methods to appraise performance. For the sake of simplicity, we can group them into three categories: the judgmental approach, the absolute standards approach, and the results-oriented approach (Bratton, 2012; Dessler, 2012).
DeleteHellow Malshani, Furthermore, Armstrong( 2006) describe the role of the performance appraisal as a tool for looking forward to what need to be done by people in the organization in order to achieve the purpose of the job to meet new challenges. Wise ( 2005) also said that performance appraisal system helps an employee discover his strengths and weaknesses and would help him in decision making about his career choices.
ReplyDeleteThanks Rayan your comment, Performance appraisals can be important tools to give employees feedback and aid in their development. Yet feedback is only one reason why companies perform appraisals. In many companies, appraisals are used to distribute rewards such as bonuses, annual pay raises, and promotions. They may also be used to document termination of employees. Research shows that performance appraisals tend to be viewed as more effective when companies tie them to reward decisions and to terminate lower performers (Lawler, 2003).
DeleteGood Job Malshani, Performance management is a continual process for raising performance through the establishment of individual and group objectives that are in line with the strategic objectives of the company. The development of employees' knowledge, skills, and capacities is also a part of this process, as is performance identification and planning to establish and attain goals (Pessl, 2016). Performance evaluation, training, and procedures like planning, sales, and service have been around for many years, and employees have been putting in long, arduous hours of labor for millennia (Mukherjee, 2012).
ReplyDeleteThanks Zacky your input my post and adding furthermore, Zhong et al. (2016) have also found that individual-level performance is beneficial for organizational performance. The interplay between individual and organizational control has recently shifted from technical to social mechanisms, where technicality of control and command is concerned with a structural and bureaucratic trend to cultural, and behavioral aspects leading to organizational outcomes (Smith & Bititci, 2017).
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ReplyDeleteAgreed with the content. In addition, According to Marchington and Wilkinson (2005), the most important components of high commitment HRM are intensive training, learning, and development, especially because it is the only way that firms can ensure that their excellent personnel remain at the top of their areas. Low self-worth might cause people to have bad moods, underperform, or have trouble managing relationships with coworkers. However, too high levels of self-worth can prevent people from learning from their experiences, including and perhaps most importantly from their mistakes. Given the proper training, can increase self-worth.
ReplyDeleteThanks Prabuddha comment my blog further adding, Muhammad Ehsan Malik (January, 2011) tells that the performance of male and female are equally contributed towards the achievement of a goal. Both male and female are equally responsible and the responsibility of both have equal importance in the organization.
DeleteGood introduction Malshani, would like share points as well, according to Silberman and Phillips (2006), there is the need for managers as well as policy makers to recognise the importance of investing in manpower training for the sake of motivating and improving employees’ performance thereby, helping the industries to achieve its ultimate goal of survival and growth.
ReplyDeleteAgreed Azhar and furthermore adding to your comment, Muhammad Ehsan Malik (January, 2011) tells that the performance of male and female are equally contributed towards the achievement of a goal. Both male and female are equally responsible and the responsibility of both have equal importance in the organization.
DeleteI agree with your content and i would like to add that according to the study of Grant (2008) held on employee motivation; motivation forced such result as productivity, performance and persistence
ReplyDeleteThanks Joel comment my post and adding furthermore, Organizations need to encourage employee initiatives and participation as this will help build leadership at different levels. For leadership roles formal authority is not the criteria but the initiatives and innovation are. Employee’s at all the level can choose to act as a leader if given an opportunity and this further helps motivating and influencing other employees (Jeffrey L. Herman et al, 2011).
DeleteI agree with your content and additionally, a study done by Ozkeser (2019) shows that motivation with training activities from human resources management functions and the recommendations are;
ReplyDelete• Continuous development and continuity of educational activities
Together with the creation of an effective business structure of the changing environment of enterprises
conditions and ensure their survival.
• To plan and implement training programs for all enterprises, there must be
“Human Resources” department or “Training” division to perform successfully.
• Managers should pay due attention to training activities. It should not only be oriented towards work, but also
address the individual development of the employee. Thus, employee loyalty and contribution will increase.
• More attention should be paid to performance evaluation studies. Improving the dialogue between employees
and human resources management, provide better identification of employee expectations and training
demands. Managers working in the communication sector, seeing the importance of motivation, economic
motivation tools within the framework of workplace opportunities, psychosocial a combination of motivational
tools and organizational-managerial motivation tools establish a system of motivation.
• Success in the system should include valuation, justice and trust concepts support and strengthen the system with.
Thanks commenting my post Himanshu and adding furthermore, Organizations today have realized the importance of motivated and satisfied employees as important contributors towards long term objectives. It has made organizations to cater to the expectations and needs of the employees and could expect the similar response. Motivation also positively influences performance at individual and group level ultimately affecting the organizational performance (Risambessy et al 2012).
DeleteGood Article Malshani, In addition, the traits of an engaged worker and the function of training suggest a possible connection and motivation for research between these two elements (U and W, 2015). Suan and Nasurdin (2014) observed that by increasing the service trainings offered, work engagement may be increased in the hotel industry in Malaysia. The results, however, are restricted in terms of their generalizability.
ReplyDeleteThanks Ann commenting my post and adding furthermore, The prerogative lies with the organization management, in order to extract performance should create an alignment between the organizational and employee goals and objective. It is the organizational behavior represented by the organizational senior management which effects the level motivation and satisfaction through its beliefs, principle and underlying values which are closely followed by organization (Roos, Van Eeden, 2008).
DeleteAgreed with your points. As a developing country, Sri Lanka has to be more concerned about employee training, and that helps the economy directly. based on the article by Grant (2008), motivation imposes employee outcomes for instance performance and productivity.
ReplyDeleteThanks Visitha Commenting my post and adding furthermore,Researchers identified that employee training is a learning experience that seeks relatively permanent change in employees that there improve job performance. Thus training involves changing skills, knowledge, attitude, or behavior. Determination of the organization need, the work to be done and the skill necessary to complete this work, training program should naturally. Once identify deficiencies lies, have a grasp of the extent and nature of the raining needs. (James G. Maxham, 2008)
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