RECORDING

REFLECTION
REPORT
PRN - 20200212060135
NAME – Rohit Patwari
SUBJECT – HUMAN RESOURCE MANAGEMENT
TOPIC – PERFORMANCE MANAGEMENT & TRAINING

Reflection No. 4

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Faculty Name – Dr. Anuja Johri

Designation – Professor
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TOPIC – PERFORMANCE MANAGEMENT &

TRAINING
Performance Management

Performance management is a set of processes and systems aimed at developing an

employee so they perform their job to the best of their ability. Performance management is
not aimed at improving all skills. In fact, good performance management focuses on
improving the skills that help an employee do their job better. This means that it is about the
strategic alignment of one’s work to the group and organizational goals.

Importance of Performance Management

Below are some of the reasons that ongoing performance management is so important to
every organization.

1. It Provides a Look into the Future

By consistently monitoring and managing workplace performance, leaders can see potential
future problems. Like with any type of issue, early detection is key. The earlier problems are
confronted the less effect that they will likely have.

2. Helps Create Development and Training Strategies

As mentioned above, the earlier a problem is detected, the better. One of these problems
could be that employees do not know how to perform certain processes correctly. If this
continues, the organization might fall apart due to oversight. However, with performance
management, this would probably be detected. The organization could then create training
programs to change the issue into an opportunity for improvement.

3. Provides Clarity in the Organization

It is a common problem that many employees are unsure of what exactly their role entails,
what is expected of them, and who they are to report to. Through performance management,
the company can make all of this very clear. A lack of understanding often leads to a lack of
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productivity. Therefore, by providing clarity for employees, the result will often be increased
productivity and confidence.

4. Provides the Opportunity for Exchanging Feedback

A lack of communication in a relationship is grounds for trouble, and this includes working
relationships. Quite often, management speaks to employees about their performance, but
employees do not very often get a chance to voice concerns or frustrations. Effective
performance management provides an avenue through which both the employer and the
employee exchange feedback. In addition to gaining insight, employees often feel much more
valued when they can voice their thoughts.

5. Increases Employee Retention

Performance management also encourages organizations to reward and recognize their

employees. Lack of recognition is a big reason some employees leave a job and look for
another. They want to be appreciated for their hard work. In addition to the clarity, the ability
to share feedback, and the additional training when needed, rewards and recognition can
play an important role in employee retention.

6. Boosts Employee Engagement

Performance management, when it truly involves employees, will boost employee

engagement. When there is a disconnect between management and employees, it is almost
as though employees are just going through the motions of the day. Their position becomes
merely a job as opposed to a rewarding career. However, performance management has the
capability of engaging employees fully and making them feel invested in the company.

Performance Appraisal

Performance Appraisal is the systematic evaluation of the performance of employees and to

understand the abilities of a person for further growth and development. Performance
appraisal is generally done in systematic ways which are as follows:

1. The supervisors measure the pay of employees and compare it with targets and plans.
2. The supervisor analyses the factors behind work performances of employees.
3. The employers are in position to guide the employees for a better performance.
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Objectives of Performance Appraisal

Performance Appraisal can be done with following objectives in mind:

1. To maintain records in order to determine compensation packages, wage structure,

salaries raises, etc.
2. To identify the strengths and weaknesses of employees to place right men on right job.
3. To maintain and assess the potential present in a person for further growth and
development.
4. To provide a feedback to employees regarding their performance and related status.
5. To provide a feedback to employees regarding their performance and related status.
6. It serves as a basis for influencing working habits of the employees.
7. To review and retain the promotional and other training programs.

Advantages of Performance Appraisal

It is said that performance appraisal is an investment for the company which can be justified
by following advantages:

1) Promotion: Performance Appraisal helps the supervisors to chalk out the promotion

programs for efficient employees. In this regards, inefficient workers can be dismissed or
demoted in case.

2) Compensation: Performance Appraisal helps in chalking out compensation packages for

employees. Merit rating is possible through performance appraisal. Performance Appraisal
tries to give worth to a performance. Compensation packages which includes bonus, high
salary rates, extra benefits, allowances and pre-requisites are dependent on performance
appraisal. The criteria should be merit rather than seniority.

3) Employees Development: The systematic procedure of performance appraisal helps the

supervisors to frame training policies and programs. It helps to analyze strengths and
weaknesses of employees so that new jobs can be designed for efficient employees. It also
helps in framing future development programs.

4) Selection Validation: Performance Appraisal helps the supervisors to understand the

validity and importance of the selection procedure. The supervisors come to know the validity
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and thereby the strengths and weaknesses of selection procedure. Future changes in
selection methods can be made in this regard.

Performance Appraisal Methods

1) Management by Objective

It is a process in which a manager identifies the desired objectives to be achieved and gives
each individual a major area of responsibility in terms of results expected from him/her and
uses these measures as a guide to access the contribution of each individual employee. This
method basically uses the SMART technique to ensure that the assigned goals are Specific,
Measurable, Achievable, Realistic and Time-sensitive.

2) Behaviorally Anchored Rating Scale (BARS)

This method has been developed recently and is claimed to be one of the effective methods
among all the appraisal methods listed. It is a combination of traditional essay evaluation and
rating scale. It is more expensive than other methods and guarantees precise results. The
BARS method is the most preferred performance appraisal method as it enables managers to
gauge better results, provide constant feedback and maintain consistency in evaluation.

3) Critical Incident Method

In this method the employer or manager evaluates an employee on the basis of “certain
events” known as critical incidents where the employee did something really great or

something not so great things at work.

4) Forced Choice Method

In this method, evaluator rates an employee based on the group of statements. These
statements are combination of both negative and positive statements. You need to identify
the most descriptive statements of an employee and evaluate him. Such as:
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 Can be dependent to complete the project or task

 Is reliable and trustworthy.

Training
Training is an activity leading to skilled behavior, the process of teaching employees the
basic skills they need to perform their jobs. The heart of a continuous effort designed to
improve employee competency and organizational performance.

Types of Training:-

1) Technology-Based Learning
This is the common method of learning this method take place with technology. This could be
possible with the help of

 Basic PC-based programs

 Interactive multimedia – using a PC & laptop
 Internet training programs

2) On-The-Job Training
In this method of training a trainee works on a specific job and learned the required skills and
knowledge that is necessary to work on the floor.

3) Committee Assignments
This is the most effective method to improve bonding of the trainee, in this method a set of
assignments given to the team and they solve the assignments by discussing the problem.
This helps to improve team work.

4) Apprenticeship
In this Method, theoretical instruction and practical learning are provided to trainees in
training institutes. Training takes a long time to learn because it makes the trainees more
professional and knowledgeable.

THANK YOU