Introduction

The human resource is the backbone of every organization. Every organization focusing on their employees performance emotional intelligence, ability to manage, to set goals and follow them, to be confident assertive, creative, to self-improve continuously to get the competitive edge. Only strong and complete individuals can make a profitable and stable business. Performance management focuses on the performance of an organization, a department, employee, or even the processes to build a product of service, as well as many other areas efficiently. Effective performance management systems enable an organization to objectively and systematically rate employee performance, while providing the tools necessary to take that performance level and equate it to compensation actions. Managing employee or system performance and aligning their objectives facilitates the effective delivery of strategic and operational goals. Organizational development deals with improving a companys performance and individual development of its employees. Each organization should be viewed as a coherent system composed of separate parts. Organizational development as a process includes methodologies and achievements in strategic planning, organizational design, leadership development, coaching, diversity and balance between work and life. The opportunity for personal and professional learning and development are important weapons in management attempt to attract and retain good staff, as well as the means of enhancing organizational performance. There are also benefits to be garnered in terms of improved level of control (achieved through socialization) that management gain from the application of training and development process. Workforce development encompasses methods of developing and improving individuals and groups professional functioning, including: Formal education (secondary and post-secondary education) Training (workplace or external to the workplace) Mentoring and coaching On-the job-learning On-line/distance learning

Performance management system enables the organization to evaluate the performance of the employees and then provide them learning and development opportunities on the basis of their performance. We have checked the impact performance management system of United Bank Limited ( Main branch Mansehra) to workplace learning and development. Performance management

Performance Management includes activities which ensure that goals are consistently being met in an effective and efficient manner. It is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities. Dr. Aubrey Daniels in the late 1970s, describe performance management a technology (i.e. science imbedded in applications methods) for managing both behavior and results, two critical elements of what is known as performance
Armstrong and Baron (1998) defined it as a strategic and integrated approach to increase the effectiveness of companies by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors. For employee performance

management, using integrated software, rather than a spreadsheet based recording system, may deliver a significant return on investment through a range of direct and indirect sales benefits, operational efficiency benefits and by unlocking the latent potential in every employees work day (i.e. the time they spend not actually doing their job). Performance Management consists of a system or process whereby: 1. Work is planned and expectations are set 2. Performance of work is monitored 3. Staff ability to perform is developed and enhanced 4. Performance is rated or measured and the ratings summarized 5. Top performance is rewarded.

Workplace Learning and Development:

A learning organization is the term given to a company that facilitates the learning of its members and continuously transforms itself. Learning is the process by which an organization gains new knowledge about its environment, goals and processes. Learning organizations develop as a result of the pressures facing modern organizations and enables them to remain competitive in the business environment. A learning organization has five main features; systems thinking, personal mastery, mental models, shared vision and team learning. The main benefits of learning are:

Maintaining levels of innovation and remaining competitive Being better placed to respond to external pressures Having the knowledge to better link resources to customer needs Improving quality of outputs at all levels Improving Corporate image by becoming more people oriented Increasing the pace of change within the organization

Even within or without learning organization, problems can stall the process of learning or cause it to regress. Most of them arise from an organization not fully embracing all the necessary facets. Once these problems can be identified, work can begin on improving them. RAINING

Education

Development

Training

LEARNING
Organization development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness or efficiency. OD is a systemic learning and development strategy intended to change the basics of beliefs, attitudes and relevance of values, and structure of the current organization to better absorb disruptive technologies, shrinking or exploding market opportunities and ensuing challenges and chaos. Development reflects a less specific activity which relates to potential. Development does not necessarily relate to the job and individual presently undertakes but it is all about the future. Development as an activity has traditionally been reserved for managers, however it is being increasingly used to describe the full range of training and development activity. The objective of OD is to improve the organization's capacity to handle its internal and external functioning and relationships. This would include such things as improved interpersonal and group processes, more effective communication, enhanced ability to cope with organizational problems of all kinds, more effective decision processes, more appropriate leadership style, improved skill in dealing with destructive conflict, and higher levels of trust and cooperation among organizational members. Following are main objectives of OD. 1. To increase the level of inter-personal trust among employees.

2. To increase employee's level of satisfaction and commitment. 3. To confront problems instead of neglecting them. 4. To effectively manage conflict. 5. To increase cooperation among the employees. 6. To increase the organization problem solving Organizational development deals with improving a companys performance and individual development of its employees. Each organization should be viewed as a coherent system composed of separate parts. Organizational development as a process includes methodologies and achievements in strategic planning, organizational design, leadership development, coaching, diversity and balance between work and life. organizational development we mean the various techniques and interventions that are planned and implemented in order to assist or facilitate the implementation of certain planned and consequential changes in the structure, processes and human resources within the organization. Organizational development process is planned, as it requires systematic diagnosis, program development and mobilization of resources (financial, technical, human) in a separate structural unit or entire organization. It is described as a process that includes efforts to improve various activities in the organization. Organizational development involves the analysis of strategy, structure and culture of the organization. Organizational Training includes training to support the organizations strategic business objectives and to meet the tactical training needs that are common across projects and support groups. Specific training needs identified by individual projects and support groups are handled at the project and support group level and are outside the scope of Organizational Training. Project and support groups are responsible for identifying and addressing their specific training needs. An organizational training program involves the following: Identifying the training needed by the organization Obtaining and providing training to address those needs Establishing and maintaining training capability Establishing and maintaining training records Assessing training effectiveness

Effective training requires assessment of needs, planning, instructional design, and appropriate training media (e.g., workbooks and computer software), as well as a repository of training process data. As an organizational process, the main components of training include a managed training development program, documented plans, personnel with appropriate mastery of specific disciplines and other areas of knowledge, and mechanisms for measuring the effectiveness of the training program.

The identification of process training needs is primarily based on the skills that are required to perform the organizations set of standard processes. Success in training can be measured in terms of the availability of opportunities to acquire the skills and knowledge needed to perform new and ongoing enterprise activities. Skills and knowledge may be technical, organizational, or contextual. Technical skills pertain to the ability to use the equipment, tools, materials, data, and processes required by a project or a process. Organizational skills pertain to behavior within and according to the employees organization structure, role and responsibilities, and general operating principles and methods. Contextual skills are the self-management, communication, and interpersonal abilities needed to successfully perform in the organizational and social IMPACT OF P.M TO WORKPLACE LEARNING AND DEVELOPMENT

Professional development that is aligned with department goals and the University's strategic plan through course work, on-campus training, off-site training, and participation in professional associations that directly impacts an employee's ability to expand or improve their contributions to Lehigh Career management for employees who are ready, willing, and able to expand the scope of their responsibilities and increase their contribution to the department Performance management that increases employee understanding of the strategic objectives through effective communication of goals and measures that are clearly connected to the strategic plan. Performance management provides the tools for staff members and their supervisors to establish clear performance goals; measures to assess performance; plans for learning to enhance performance; and continuous feedback through ongoing communication.

Workplace Learning and Performance Defined

Workplace: Because it is the primary place the learning activities are taking place. Learning is also taking place in the context of the institution the goals, systems, resources, and incentives of the organization. Learning: Because it is a process that drives performance through the development of individual and organizational knowledge and expertise. It also includes a broader definition that encompasses all opportunities formal and informal, planned and unplanned that lead individuals to learn and develop new knowledge and skills. Performance: Because the outcome of learning (individual, group, and organizational) should be linked to individual, departmental, and institutional outcomes

Providing development opportunities for staff is critical in creating a high performing workforce. Understanding the effectiveness of these activities and the difference they have made to individuals, teams and the organisation lets you do more of what works.

You need to ensure that your investment in staff learning and development is delivering the results and changes that the organisation requires at the individual, team and organisation levels. Equally important, you need to understand why it has led to those results and what can be done to further maximise the benefits in the future. Our evaluations are designed to not only understand the skills and competencies that have been gained and developed but to also understand the extent to which the learning is being applied on a daily basis and what difference this is making to individual, team and organisational performance. Our evaluations unpick the enablers and barriers to implementing learning and provide practical recommendations that can improve the results you get in the future. CONCLUSION: