1a) Why do you believe organizations invest in training and career development programs for employees?
Organizations invest in training and development programs for reasons that yield benefits to the organization. One, organizations aim to address skill gaps. Instead of searching for new hires with certain skills an organization can have a program of training existing employees on those skills. Also, internal training programs enables the employees, especially the longest serving to share their knowledge, experiences and skills with new employees. This helps the organization to have a workforce with all the needed skills (Fleischman, 2019).
Two, organizations want to keep their employees abreast with current industry and technology trends. For example, an enactment of a legislation that touches on organization activities will make the organizations to train its employees. This is meant to prevent an organization from legal battles. Also, keeping employees up to date with industry or technology trends makes employees to be productive.
Three, offering employee training helps an organization in succession planning. Employees are aware of what a given role does in the organization. In case of abrupt happening an organization is not brought to a halt as employees are able to take over new roles.
Lastly, training employees increases their engagement, aligns employee skills with organization needs, reduces turnover rate and contributes in attracting new talents. Employees who are trained on a new skill are likely to stay longer in the organization. Also, best minds are attracted by an organization that invest in its workforce development.
1b) How does the organization benefit?
The benefits of training and development to an organization are; the organization becomes competitive, the turnover rate reduces, employees become loyal, the workforce become stronger among other benefits. An organization that offers its employees training and development opportunities is likely to become a darling to job seekers. This makes the organization to be competitive. Employees who are trained by their organisation on new skills stays longer and thus organisation turnover rate is lower. This means the organisation will not incur more cost in hiring new employees (Expert Panel, 2021).
1c) How can training and development support an organization's strategic goals?
Training and development can support an organisation strategic goals in that employee’s skills are aligned with organisation needs. It is not all the time organizations hire employees with skills they need. There is always a gap. This gap can be bridged by in house training and development. An organization that does not train its employees is not able to have efficient performance and thus its profitability is low (Patterson, 2011).
1d) Why should HRMs focus on the career development of employees?
HRM should focus on career development of employees for several reasons. These are; to save cost of hiring specific skills, increase employee’s productivity, satisfaction and motivation, to retain valued employees among other reasons. Career development empowers employee with new skills that are in line with organisation needs. In case of job opening opportunities an organisation is able to promote internally employees with skills needed. This makes the organisation save the high cost associated with external hiring process. Also, career development makes employees to be satisfied with their jobs. This makes them be loyal to the employer and work for many years (Berkeley, n.d.).
Question 2
2a) First, in your own words, define performance management and a performance evaluation system. Then, summarize your understanding of the difference between these two concepts.
Performance management entails activities that are aimed at helping an employee to perform better. These includes harnessing employee skills, providing required resources and support. These activities align an employee with the organisation objectives. On the other hand, performance evaluation system is a way of gauging or measuring how an employee does his or her work. It is an appraisal process.
The difference between these two concept is that performance management is for helping the employee carry out his or her duties efficiently, while, performance evaluation system is for measuring the productivity of the employee. Another difference is that performance management is supposed to precede performance evaluation. But, in some occasions the latter is carried out to determine skills gap.
2b) Why is it important for HRMs to investigate performance issues to identify the root cause?
It is important for the HRM to investigate the root cause of performance issues in order to be in a good position to help the employee. If the root cause is not identified the employee may fail to be helped. For example, if an employee is not able to meet monthly target due to spending too much time on personal issues, the supervisor or the manager may think the employee is looking for a job in another organisation. Yet, the employee may be having a sick spouse or child. Therefore, it is good for the root cause of performance issue to be investigated in order to help the employee efficiently (University of Minnesota, n.d.).
2c) What type of performance issues could benefit from a performance improvement plan?
I think performance issues that can be quantified are the ones that can benefit most from PIP, for example sales target and projects. This is because it is possible to measure progress in milestones. For instance, monthly sales can be split into weekly or daily targets.
Organizations invest in training and development programs for reasons that yield benefits to the organization. One, organizations aim to address skill gaps. Instead of searching for new hires with certain skills an organization can have a program of training existing employees on those skills. Also, internal training programs enables the employees, especially the longest serving to share their knowledge, experiences and skills with new employees. This helps the organization to have a workforce with all the needed skills (Fleischman, 2019).
Two, organizations want to keep their employees abreast with current industry and technology trends. For example, an enactment of a legislation that touches on organization activities will make the organizations to train its employees. This is meant to prevent an organization from legal battles. Also, keeping employees up to date with industry or technology trends makes employees to be productive.
Three, offering employee training helps an organization in succession planning. Employees are aware of what a given role does in the organization. In case of abrupt happening an organization is not brought to a halt as employees are able to take over new roles.
Lastly, training employees increases their engagement, aligns employee skills with organization needs, reduces turnover rate and contributes in attracting new talents. Employees who are trained on a new skill are likely to stay longer in the organization. Also, best minds are attracted by an organization that invest in its workforce development.
1b) How does the organization benefit?
The benefits of training and development to an organization are; the organization becomes competitive, the turnover rate reduces, employees become loyal, the workforce become stronger among other benefits. An organization that offers its employees training and development opportunities is likely to become a darling to job seekers. This makes the organization to be competitive. Employees who are trained by their organisation on new skills stays longer and thus organisation turnover rate is lower. This means the organisation will not incur more cost in hiring new employees (Expert Panel, 2021).
1c) How can training and development support an organization's strategic goals?
Training and development can support an organisation strategic goals in that employee’s skills are aligned with organisation needs. It is not all the time organizations hire employees with skills they need. There is always a gap. This gap can be bridged by in house training and development. An organization that does not train its employees is not able to have efficient performance and thus its profitability is low (Patterson, 2011).
1d) Why should HRMs focus on the career development of employees?
HRM should focus on career development of employees for several reasons. These are; to save cost of hiring specific skills, increase employee’s productivity, satisfaction and motivation, to retain valued employees among other reasons. Career development empowers employee with new skills that are in line with organisation needs. In case of job opening opportunities an organisation is able to promote internally employees with skills needed. This makes the organisation save the high cost associated with external hiring process. Also, career development makes employees to be satisfied with their jobs. This makes them be loyal to the employer and work for many years (Berkeley, n.d.).
Question 2
2a) First, in your own words, define performance management and a performance evaluation system. Then, summarize your understanding of the difference between these two concepts.
Performance management entails activities that are aimed at helping an employee to perform better. These includes harnessing employee skills, providing required resources and support. These activities align an employee with the organisation objectives. On the other hand, performance evaluation system is a way of gauging or measuring how an employee does his or her work. It is an appraisal process.
The difference between these two concept is that performance management is for helping the employee carry out his or her duties efficiently, while, performance evaluation system is for measuring the productivity of the employee. Another difference is that performance management is supposed to precede performance evaluation. But, in some occasions the latter is carried out to determine skills gap.
2b) Why is it important for HRMs to investigate performance issues to identify the root cause?
It is important for the HRM to investigate the root cause of performance issues in order to be in a good position to help the employee. If the root cause is not identified the employee may fail to be helped. For example, if an employee is not able to meet monthly target due to spending too much time on personal issues, the supervisor or the manager may think the employee is looking for a job in another organisation. Yet, the employee may be having a sick spouse or child. Therefore, it is good for the root cause of performance issue to be investigated in order to help the employee efficiently (University of Minnesota, n.d.).
2c) What type of performance issues could benefit from a performance improvement plan?
I think performance issues that can be quantified are the ones that can benefit most from PIP, for example sales target and projects. This is because it is possible to measure progress in milestones. For instance, monthly sales can be split into weekly or daily targets.
