People and Change Management: Training & Development and Work Allocation - page 3
Keywords: Training and Development, Training Needs Analysis, Performance Management, Motivation, Work Allocation, Planning,
By Rifa Motin on 22/11/2009
Level: Foundation Degree
Page Number: 3 of 7 pages: 1 2 3 4 5 6 7
as materials, personnel, etc. There is also no guarantee that trainees will benefit from training and they tend to be unproductive while undergoing training.
However, the importance of training has to be understood further than just improving skills and knowledge.
For example, the induction process must be given significant importance to prevent an induction crisis from occurring (Martin & Jackson 2004). Training must also have a motivational aspect to it.
Once training has been established, the development of staff should be addressed. The importance of continuous development of staff will help the organisation meet the changing needs of the external environment. However, it can also bring many advantages to the workplace, as well as the consequences of failing to develop staff: (see Appendix 1.1)
Personal Development
“Learning experiences of any kind, whereby individuals and groups acquire enhanced knowledge, skills, values or behaviours. Its outcomes unfold through time, rather than immediately, and they tend to be long-lasting.”
(Harrison cited in Armstrong, 2006: Pg570 – 571)
Personal development is a process which enables a person to develop from their current level of understanding to a higher-level of understanding, skills and knowledge which maybe required in the future. Personal development does not merely concentrate on improving performance in the present job. (Appendix 1.3 illustrates HBOS practices)
Performance Management
“Performance Management systems are designed to establish individual objective which assist the achievement of corporate objectives and monitor progress on accomplishing them.”
(Hannagan, pg294)
Performance management is the assessment of individual’s continuous improvement in performance through training and development which ultimately is a method of improving the performance of the team (and business) by developing employees.
Performance management includes the following elements:
• The mission statement and / or objectives of the company or team
• Individual objectives/ targets set which are related to the organisation or teams objectives
Appraisals can be seen as the most effective way to manage performance as it involves setting individual objectives that work towards the aim of the team and or company.
On the ISA Team and HBOS, appraisals are conducted by the Team Leader whom discusses the progress and aspirations of the individual. (See appendix 1.4 to highlight HBOS performance reviews)
Motivation
“Motivation is the inner power or energy that pushes one toward performing a certain action. Motivation has much to do with desire and ambition, and if they are absent, motivation is absent too.”
(Success Consciousness, 2009)
The purpose of motivation is to encourage a team or individual to perform and achieve the
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