TRAINING AND DEVELOPMENT AND PERFORMANCE APPRAISALS

A. Strategic Training and Development

Organizational training programs vary. Everybody should focus strategically.

Specifically, program goals. Strategic training and development links individual learning to
company results. This gives employees a sense of purpose and guarantees that their daily work
drives business success.

According to Sommerville, A. (2022) Strategic training and development is the

process of designing specific employee training programs that directly align with
business needs. Training with a strategic focus develops the capabilities and tools that
employees need to successfully carry out their jobs. In turn, the capabilities gained give
organisations a competitive edge.  
Hence, Training and development initiatives are instructional activities that are carried
out within an organization with the intention of enhancing an individual's or group's
performance while they are working. The goal of these activities is to make the employees more
productive in their daily work. The majority of the time, the purpose of these programs is to
enhance the worker's existing knowledge and skill sets, as well as instill greater levels of
motivation, in order to improve the worker's performance while they are working.

Sommerville added that there is cyclical process where each step informs the next shown
below. 

Source:https://acornlms.com/wp-content/uploads/2022/06/strategic-training-development-process-steps-1024x776.png

1. Define strategic initiatives- Content, customer, and predictive analytics are business
functions. Leadership, cooperation, and decision-making skills can also boost profits. Just
consider job performance to make these initiatives.
2. Skills Gap Analysis- You need KPIs for your project no matter what it is. Key
performance indicators (KPIs) are what turn strategic training into an adaptive,
continuous cycle and, well, strategic. To get started, it's important to rank capabilities in
order of importance, bearing in mind how each one will affect the achievement of your
organization's long-term objectives. The key is efficiency.
3. Personalise activities - Whatever strategy that is implemented for employees should be
applicable to their day-to-day work, and the training method should support this
application. For the training to be engaging for employees in the short term, it must be
easily accessible, up to date, and pertinent despite the fact that we are thinking about the
long term.
4. Analyse impact - It is at this point in the procedure that the cycle is completed. It is also
where you illustrate the return on investment (ROI) of training, making sure that the
value of the organization is easy to explain because you are not making assumptions,
training has a genuine influence on employees' day-to-day work, and learning outcomes
are relieving pain points in the business.

Therefore, Training and development are never something that should be created
strictly in order to benefit from them. When training is aligned with business strategy, it
implies that employees are building capabilities that are essential to the sustainability of
the organization. This allows people to enhance their skill sets while simultaneously
driving competitive advantage. You may improve job performance as well as company
performance by providing opportunities for practical training and development,
provided, of course, that you regularly evaluate your strategies in order to keep up with
the rapidly changing nature of the modern business environment.

In any organization, to incorporate changes and improvements, one needs a good

plan first. In multinational, global corporations, the collaboration between different
branches across the world can be tricky. Incorporating multiple actors and engaging them
on the same level while asserting congruence, integrity, and flow, crucial in every
successful endeavor, can prove rather challenging (Rudnicka M. (2021).

Hence, every organization ought to put in place a robust employee training

program and development strategy, which can act as a guide for putting into effect any
adjustments.

According to Rudnicka there are some tips on how to build a sturdy, adaptable
and efficient training plan for a new employee across all ranks.

1. Document your training and development strategy

2. Utilize and incorporate technology
3. Involve stakeholders
4. Invest in employees’ career development opportunities

Moreover, creating an effective strategy for training and development is a

complex undertaking that requires input from many different levels of staff. It should be
designed to meet the demands of employees at every level and help them acquire the most
 important new competences for performance management. High employee retention rates
have been linked to an emphasis on training and advancement possibilities, which in turn
has helped facilitate career routes inside organizations. Without a committed and
enthusiastic staff, it will be impossible to realize your business objectives, thus it makes
sense to focus on them by learning about their wants and requirements.

Training and development to organization growth and stability

According to Ottawa University (2021), there are 5 contribution of training and

development in helping their companies reach their strategic goals.
1. Retains Employees- Retention is a major challenge for employers but
retaining strong workers can be achieved through career development.
Offering career development initiatives helps employees establish a sense of
value within the company and fosters loyalty
2. Develops Future Leaders- According to the Society for Human Resources
Management (SHRM), having professional development programs ensures an
organization is focused on future business goals by preparing promotable
talent.
3. Empowers Employees- Leaders who feel empowered within the workplace
will be more effective at influencing employees and gaining their trust.
Consequently, those employees will feel a greater sense of autonomy, value,
and confidence within their work. 
4. Boosts Workplace Engagement- Regular training and development
initiatives can reduce boredom in the workplace and help businesses establish
regular re-evaluation of their employees, skills and processes. This will also
influence company culture by instilling an emphasis on planning and requiring
employers to review existing talent and evaluate growth and development
opportunities internally.
5. Builds Workplace Relationships- Providing opportunities for employees to
explore new topics, refine their skills and expand their knowledge can help
them bond and learn from each other. Peer collaboration is the preferred
method of learning, leading to a better-rounded workforce and improved
retention and engagement.

It is arguable, and not without justification, that employees are a company's most valuable
asset; hence, investing in their professional growth and advancement is essential to ensuring the
continued expansion and success of the organization. When one considers the time-consuming
processes that firms go through in order to recruit and hire qualified staff, this commitment
makes perfect sense. However, after an employee is employed, the focus on caring for their
professional development typically shifts away from the employer and toward the employee.

B. Purpose of Performance Appraisals

According to Hayes A. (2022), The term “performance appraisal” refers to the regular
review of an employee’s job performance and overall contribution to a company. Also known as
an annual review, performance review or evaluation, or employee appraisal, a performance
appraisal evaluates an employee’s skills, achievements, and growth, or lack thereof.
Performance appraisals are usually designed by human resources (HR) departments as a
way for employees to develop in their careers. They provide individuals with feedback on their
job performance, ensuring that employees are managing and meeting the goals expected of them
and giving them guidance on how to reach those goals if they fall short.

Performance appraisal systems are comprised of job performance and disciplinary

reviews, and in some cases, coaching and employee developmental measures. Understanding the
purpose of performance appraisal systems is far easier once you know the effective methods for
evaluating employees' job performances (Mayhew, 2019).

According to Terra J.(2022), Performance appraisals can be broken down into four distinct
significant types:
 The 360-Degree Appraisal: The manager gathers information on the employee’s
performance, typically by questionnaire, from supervisors, co-workers, group members,
and self-assessment.
 Negotiated Appraisal: This type of appraisal uses a mediator to help evaluate the
employee’s performance, with a greater emphasis on the better parts of the employee’s
performance.
 Peer Assessment: The team members, workgroup, and co-workers are responsible for
rating the employee’s performance.
 Self-Assessment: The employees rate themselves in categories such as work behavior,
attitude, and job performance.

Performance assessments are necessary for businesses to ensure that all of their
employees are working in the appropriate departments and performing the duties that were
advertised for them and that they are being paid appropriately. Also, effective performance
reviews can assist boost productivity and contribute to cost savings.Frequent performance
reviews not only assist ensure that credit is given where it is due, but they also contribute to
maintaining a positive mood among employees.

Reasons for the Failure of Performance Appraisal Systems

According to Capital Hub (2020), Research and case studies done by various institutes
organizations & firms reveal the following as some of the key reasons for the failure of
performance appraisal systems in many organizations:
1. Manager’s judgment or assessment based on preferences
2. Unstructured methods of performance appraisal systems
3. Lack of interest and ownership of the manager
4. Lack of a proper channel of communication
5. Lack of reward and recognition policy
6. Lack of leadership
7. Lack of designing, monitoring, and measuring the performance appraisal standards
8. Goals aren’t in the picture
9. Lack of communication
 10. Overemphasizing recent performances
11. Annual performance evaluation
12. No recognition/ rewards
13. Potential rating scale appraisal problems

C. Effective Training Program

According to Brow A.(2022), there are 6 ways to improve your performance

management training strategy:

1. Keep Performance Management Training Exciting

2. Keep Performance Management Training Short and Sweet
3. Keep the Training as Up-to-Date as Possible
4. Focus Everything on KPIs
5. Collaborate With a Third-party Consultant and Managers
6. Make Sure it's Actually Improving Business Outcomes

Training, managing an employee's performance, and the contribution that employee

makes to the firm are all inextricably linked to one another. Training can assist in making
performance management in the workplace more effective. Training provides workers with a
framework for how their job responsibilities and activities should be done, and more
significantly, what their supervisors are hoping for from them in those areas. It creates a hub for
information sharing in the workplace.

Making an investment in training can provide tremendously beneficial results for the
entirety of a company, including the clients and consumers it serves. When viewed through the
lens of performance management, training offers a number of advantages, including a reduction
in employee turnover, an increase in staff productivity, an increase in customer satisfaction, and
an increase in revenues.

Hence, according to Shaw J. (2019), Companies can reap the rewards of providing
training for their employees because well-trained workers help increase productivity and profits.
Investing in employee training should improve worker retention rates, customer satisfaction and
creativity for new product ideas. Effective training saves labor by reducing time spent on
problem-solving and saves money in the long run by producing a better workforce.
 REFERNCES

Sommerville, A. (2022, October 24). The Key to Success: Strategic Training & Development |
Acorn. Acorn LMS. https://acornlms.com/enterprise-learning-management/strategic-
training-and-development

Rudnicka M. (2021, July 8)Training and Development Strategy. EdApp Microlearning Blog.
https://www.edapp.com/blog/training-and-development-strategy/

5 Benefits of Training and Development | Ottawa University. (2021, January 12). 5 Benefits of
Training and Development | Ottawa University. https://www.ottawa.edu/online-and-
evening/blog/january-2021/5-benefits-of-training-and-development#:~:text=Training
%20and%20development%20helps%20companies,and%2017%20percent%20higher
%20productivity.

Hayes A. (2022, October 23). Performance Appraisals in the Workplace: Use, Types,
Criticisms. Investopedia. https://www.investopedia.com/what-is-a-performance-appraisal-
4586834

Mayhew. (2019, February 12). Purpose of Performance Appraisal Systems. CHRON. Retrieved
March 3, 2023, from https://smallbusiness.chron.com/purpose-performance-appraisal-
systems-1921.html

Terra J.(2022, June 21). What is a Performance Appraisal? Methods, Process, and Everything
You Should Know. Simplilearn.com. Retrieved March 3, 2023, from
https://www.simplilearn.com/what-is-performance-appraisal-methods-process-article

Capital Hub, T. H. (2020, March 11). 13 Reasons Why Performance Appraisals Fail. Human
Capital Hub. https://thehumancapitalhub.com/articles/13-Reasons-Why-Performance-
Appraisals-Fail

Brow A. (2022, September 5) Performance Management Training: How to Help Your

Employees Succeed. Performance Management Training: How to Help Your Employees
Succeed. https://www.northpass.com/blog/how-to-improve-performance-management-
through-training

Shaw, J. (2019, March 9). Effects of Training on Employee Performance. Small Business -
Chron.com. Retrieved March 3, 2023, from https://smallbusiness.chron.com/effects-
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