Md.

Kawsar Chowdhury

ID:181011085

Section 03

Training and Developing Employees

We should know what is training and development. Training is a push to improve the current and
development is for future employee performance and increasing the employee ability by guiding
him/her. Training is about knowing where we are in the present and after some time where will
we reach with our abilities. There is quote that “If we wish to plan for a year saw seeds, if we
wish to secure plan for 10 years then we should plant trees, or if we wish to plan for lifetime
develop people” that people around the surrounding developing them directly or indirectly, if
they are develop their knowledge, skill, creative ideas there will no problem arise if the problem
arise they can easily sort out the problem easily. Now we see that training and development how
it effects the company and organization. To upgrade the knowledge and skill every employee
need training like daily routine, facilities, work safety, incentives. Training and developing
employees is that orienting employees we can learn here that how to orienting employees like
how to feel them comfortable, make them understand clear vision of the company take out the
fear in them so that they can feel around the people are treating them like a family members in
the office. Most representatives have a few shortcomings in their working environment skills and
human relations abilities. A teaching program permits you to get over those problems by making
more stronger and that ability of every worker.

Need analysis: Identifying the employees who needed training, skills for example we can
teaching how to make shirt step by step learning.

Instructional design: Produce the training program including exercise more precisely we can
say by example that as the training for making shirt complete now we can give the order for
making 3 shirts.

Validation: Here we can say that trying out the training for professionally.

Implement the program: Training the targeted employee of the group

Evaluation: The training that have given the employee is worth or not is the training success or
failed.

Task analysis: If there are new employees the job should be detailed and specific so that the
employee can understand easily.

Training analysis: An improvement program makes expert every one of the worker's abilities
permitting the organization to turn into a smarter working environment, to reach the
organizational goal.

Training Methods

A) On the job training

B) Off the job training

On the job training employers will learn to work inside jobs

Apprenticeship training: Is mainly structured base by which people can

become skilled through doing the job is also one kind of on the job
training.

Simulated training: New employee we should not give the new equipment for reducing the risk.
For example: If I am going to learn driving the driving institute will not give new car because
any kind accident may occur, that’s huge loss for the institute if I made a accident with a new
car.

I. Job rotation: Moving the employee and engage in different types of work to make
employee experience different types of job on the organization and identifying the work
strong and weak points.
II. Coaching approach: Taking special care of the dedicated employees whose performance
will make better for the organization.
III. Action learning: Management employees are to put work on the different department
problems for analyzing and solving the work.

Off the job training: The employees will not only work on the inside department they have to
work outside department jobs.
 I. Case study method: Here the managers give the employers to solve an organizational
problem to detect where the problem occurred and solve.
II. Outside Seminars: Is more like learning from outside through seminars, conference.
III. Role playing: The employer is given the seat of manager to act like managers duty and
responsibility.
IV. Behavior modelling: In doing manager replacement work if any problem arise the
manager will make understand the employee how to do the job.

Evaluating the training effort

Did the employee understand replacement of manager job, the next day manager will see did he
actually learn the job how manager works?

Establishing Strategic Pay Plans

Corporate policies, Competitive strategy, and Compensation: Here we can learn from that is
the employee compensation is mention to all types of rewards going to employees and rising
from their work.

Aligned Reward Strategy: To achieve organization goal aligned to see expense and income.

Employee compensation are of 2 types (A) Direct Financial Payments (B) Indirect Financial
Payments.

Direct Financial Payments: Is that easily we can learn from an example like wages, salaries,
incentives, commissions, and bonuses.

Indirect Financial Payments: Like life Insurance of a person, retired pension pays

Forms of Equity are of 4 types

(a) External equity b) Internal equity c) Individual equity d) Procedural equity

External Equity: Is comparing the jobs pay rate within another company

Internal equity: Refers that how fair the pay rate of the jobs comparing the pay rate within the
same company.
Individual equity: Refers to the fairness of the individual pay rate doing the same job or similar
job.

Procedural equity: Is that clearly say that why the pay rate is difference among the employees
so that the employee clearly understands and does not make any dispute.

Salary survey is that to determining the pay rate look for the other company how much they are
paying.

Job evaluation: Differentiating the job is done in order to determine the worth of the job to
another job. For example, a person has on more degree or more skills than other person so pay
rate will be higher.

Compensable factor: For better understand we can say that depending on the working
condition, responsibility, also effort based on these salaries differ.

Pay Grades: Is basically is depend on the position higher position higher rate, than the lower
position lower pay rate.

Fine tune pays rates:

It is not possible to give equal pay grade in all the jobs. After doing all the procedures then came
to the point fine tune pay rates.

Executive pay: is not regular pay for the employees pay grade had a deal with the executive for
their goal for the organization on basis of that they got payed.

Why should we use competency-based pay?

According to their knowledge, skills, value of the position their worth of the giving to the
organization and able to understand the responsibilities he/she holding.
 Performance Management and Appraisal

Before summarize of this chapter let us know what is performance appraisal and performance
management and their differentiation

Performance appraisal is a systematic process in which employers’ performance at work is

analyzed according to the projects on which the employee has worked and gain achievement for
the organization. For example, giving feedback to employees to motivate, it helps the managers
to put the correct employees for the right jobs, depending on their abilities. Often, employees are
often curious to know about their performance details and compare it with their fellow
colleagues and how they can improve upon it. So, every organization needs a good performance
appraisal system.

Performance management: is a goal-oriented process directed toward ensuring that the

organizational processes are in place to maximize the productivity of employees, teams, and
ultimately, the organization. It is the process of leading and progressing employee performance
throughout the organization. It aims at planning, following and survey employee performance for
a specific period. Performance management is to motivate employees and further increase their
productivity and effectiveness.

Performance appraisal Performance management

Once or twice year Going on process
Inflexible Flexible
Performance appraisal is a method Performance management is process
This performance appraisal technique is said to be better than the traditional methods. BARS
provide clear standards, improved feedback, accurate performance analysis, and reliable
information
(MBO) Management by Objectives: Is the method where the employees and managers they
together organize, identify, plan, and communicate goals. After setting the clear goals, managers
and ruled periodically discuss the progress.

Is the method where the employees and managers together organize, identify, plan, and
communicate goals. After setting the clear goals, managers and ruled periodically discuss the
progress.

Rating committees: Many employers use rating union. These unions usually contain the
employee’s immediate supervisor and 3 or 4 other supervisors.

360-degree feedback: is the performance

appraisal in which employees receive private,
unknown criticism from the people who work
around them. This generally includes the
employee's manager, colleague, and direct reports. Employee Performance Appraisal

Subordinates: Many employers let subordinates

secretly rate their supervisor’s performance, this
Employee Performance Appraisal
process helps top managers analyze management
styles, identify potential people and take action
with individual managers as required

The immediate supervisor: Are the supervisor’s

ratings this makes sense that the supervisor usually
is in the best position to observe and evaluate the
performance and is responsible for that person’s
performance.

Potential Rating Scale Appraisal Problems:

Unclear standards: The best way to fix this issue is to create and incorporate descriptive speech
that defines every quality.
Halo effect are of 2 types Positive and negative

If we like one sight of somebody, we will have a positive thinking towards it.

If we dislike one sight of somebody, we will have a negative thinking towards it.

Central tendency: Rating all of the employee in the same like average this is not good it affects
the employee.

Strictness: When a manager rate all the employees either high or low.

Bias: Rating the employee according to their color, religion, age that affect the employee, there
should not be any biasedness.