People and Change Management: Training & Development and Work Allocation - page 6
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: 6 of 7 pages: 1 2 3 4 5 6 7
they will have the skills they may need. The short-term view on development is that having a diverse workforce enables an employee to make use of those skills if needed. For example, the Intranet at Norwich Union provides various online training courses such as “Using Microsoft Excel”. Learning to use Excel is not essential but staffs are encouraged to enrol on such short courses to develop their skills and knowledge. The Intranet also has separate training courses for staffs at HBOS to encourage them to gain more product knowledge and information about the financial industry, even if it is not related to their job role.
1.4 Performance Reviews at HBOS
As formal training takes place on the team, there is a formal performance improvement programme that all permanent staff are expected to work on.
At HBOS, there are Performance Reviews set every three months (appraisals). In each appraisal, SMART objectives are set which the individual is expected to meet within the three months. If the objectives are met, the individual can progress onto the next level where a pay increase will be awarded. However, in each level, there are four sub levels i.e. 5a, 5b, 5c and 5d. Each sub-level must be achieved every three months in order to receive a pay rise every 12 months.
This method of performance management is proving to be effective as the performance on all teams at HBOS (York) does increase as well as staff motivation.
1.5 Motivation
There are many motivational theories practiced by managers, one of the best known motivational theories is Maslow’s Hierarchy of Needs. His theory identifies five levels of needs (or hierarchy of needs) as illustrated in figure 1.1.
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The theory is that people move up the hierarchy one level at a time. As the lower level needs are satisfied, the next level becomes the motivator – employees can use the unsatisfied level as the motivator.
As the performance management at HBOS shows, staffs are motivated to improve their performance with the incentive of a pay increase every 12 months. Such method of motivation is also known as Hertzberg’s Motivator Hygiene Theory.
There are two aspects to the theory:
• Motivators: when the employee has ‘sense of achievement’, is provided with the opportunity for personal growth, and receives recognition for their work
• Hygiene Factors: when the employee’s needs are met, such as money, good working conditions, job security and interpersonal
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