NAME: SHEILA KADIMBA

INSTITUTION: UNICAF UNIVERSITY

PROGRAM: MASTER OF PUBLIC ADMINISTRATION

COURSE: MANAGING HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

LECTURER: CHARLES MUKANDAWIRE

DATE :23 AUGUST 2023

 INTRODUCTION

Management of employees is key to achieve goals for the organization especially

through the management of human needs and support, Inuwa, (2016). Performance is the value

of the combination of behaviors that contribute to the achievement of organizational goals,

Colquitt (2018). Organizations job performance is the function of the knowledge, skills and

performance, Ex & Britt, (2015). Employee performance can be seen from knowledge skills,

abilities, and motivation level in association with Job responsibilities Armstrong, (2017).

Performance support is a game change for employee motivation and ultimately performance.

Performance support system PSS do provide learning opportunities to extend the limits of

traditional classroom learning. When using the EPSS, the nature of development in literacy, the

employees enable one to achieve advanced skills that fit or align them better. One of the

emerging benefit and assurance of electronic learning for employees is the cost saving

advantage, (Grey 1995). Performance improvement schemes have mainly concentrated on

adjusting the current practices. The level and quality of supervision has changed. Methods have

emerged that have reinforced communication and counseling employees to make them fit perfect

for their jobs, Kim (2002). Based on the constructivist learning concepts, technology has

changed learning and support by actively engaging employees and advancing their skills and

behaviors, Fox (2001). Applying electronic support will enable employees to develop the skills

and attitudes necessary to perform various works in the dynamic fashion regarding changing

tools of technology, Wittman (1999).

 Differences with the traditional individual training

Traditional individual learning requires direct interaction with individuals and mostly at

the workplace. Its applied while learning through the support of knowledge-based learning which

is through the aid of technology gadgets either at the site or away. Learning without gadgets is

not as interactive as the other learning method. However it is a game changer to issues of

mobility and diverse work places ,with so many branches .

With traditional learning, use of classroom, time scheduled training are factors and while

learning with technology does not require physical presence of the teacher and learning can be

mobile or any convenient quite location. Traditional training requires an organized quiet

environment while learning with technology does not. The absence of the teacher makes learning

different from the other. Where the requirement involves application with the support of tools,

traditional learning makes it easier to apply in comparison to electronic learning. Socializing,

humans need to convey feelings through communication and support initiatives, (Raptou et al.,

2017). Traditional learning enables one to take advantage of the human interaction.

With traditional learning the human aspect is present. The level of engagement and

interactivity which completes communication is well abundant and it’s the learning method

which employees are more familiar with . The presence of the human aspect makes learning

more ideal and the learner involvement is also higher unlike learning with technology via

gadgets which requires familiarity and adaptation.

Regarding cost, it depends on the nature of the work, in services, online, connected

learning is cheaper as no machines are involved but where the application of the work to be

learnt involves tools , and one needs testing and running machines , traditional learning is more

adequate and sufficient .It helps recall and examinations are applied . The hiring of trainers, and

their associated costs are served with electronic supportive learning.

Leaning in groups allows innovative ideas to flow. Where employees fail to understand

one area of the of the subject the group may facilitate by sharing and associations unlike the

electronic learning. Despite being extensible, electronic learning makes, learning faster,

accessible, targeted, and cheaper. Digital learning is largely knowledge based. Theory has

limitations, especially in engineering where even the exams are practical based. It becomes a

different scope when applying the works , But as supplement to emerging industry , its effective

to support staff in dynamic working environments where traditional style end from. Digital

learning and support starts from where the traditional styles ends from , achieving becomes of

scale in multinational companies with branches .

 Similarities in the output and effect

Both traditional and electronic methods promote learning by enforcing practice of fitting

and alignment with the new trends and employer requirements for the industry and the skills.

When an individual learns, the source of Knowledge does not matter.

They both relief pressure from experts; they both make knowledge accessible, through

available materials, though electronic makes it possible to reach a wider audience faster .When

delivering the lessons , the trainer may combine or use the same material like demonstration on

gadgets , while learning traditionally .

Traditional learning also provides learning tools though they thought they are not

convenient to some extent while digital support enables employees to perform tasks with a

minimum amount of training, saving time spent by skilled performers.

Both provide information in the form of questioning the learner, through case studies,

workflows wizards and other forms of checklists. This enables the learner to develop an

understanding of skills similar to traditional style by enabling the user to realize concrete and

abstract concepts and principles (Hambrick, Kane & Engle, 2005 ). They both contribute to new

technologies skills and literacy like workplace .

Implementation prerequisites

By managing the system, the system needs to be managed so that appropriate and

adequate information to employees is adequate and readily available. The learning tools, gadgets,

software’s, following the procedures and orders are key success factors for implementation.

Identifications of the needs and targeting the learning needs to employees including the

orientations to the application are fundamentals or essentials of implementation.

 Training and education; the employees may not be familiar with electronic training

material and may require learning the use and application. The developer of the tools needs to

communicate the use and application of the learning tools to the employees. As experience is

gained and knowledge is built, learning opportunities produce new concepts or ideas (Maughan

& Anderson, 2005). After they learn, employees develop the need to apply and become

motivated to engage more .

Managing Distribution and access: access to performance support tools needs to be

transparent, accessible to motivate learning. Direct links to the sites, downloadable apps ,

provision of gadgets , supportive contacts for access (lost passwords )and airtime to facilitate

connectivity is a supportive strategy for employees learning supportively .Pilot test can also be

made available to support theoretical learning .

Training and support: as mentioned, Herman Miller employed EPSS to manage both

performance and supportive learning and the expenses have significantly reduced. The learners

who have a challenge should be supported with the option for traditional methods to completely

bridge the gap with offline support.

Culture of Cultivating Competencies; This requires management support by enforcing

the company policies and participating in supportive performance initiatives. The entire learning

should be a continuous process, and the entire management must support the training for the

implementation to work. The employees require to be orientated to receive the training and the

management need to challenge the beliefs and values of the employees. Management has the role

of communicating the gaps and the requirements for training so that the employees become

receptive.
 Coaching and counselling: the EPSS can equally guide as the coach besides providing

additional training to proving formal training through electronic means. Through testing

competencies, the system and technology can also identify gaps through quizzes and electronic

exams. Robot coaches can be tailored to those in needs and reach them anytime , anywhere .

Opportunities associated with performance support, information network individual

learning.

The learning tools are prototype to deliver knowledge and skills gap at the most

appropriate moment and are often described as just-in-time training because of the level of

convenience. The learning tools are shareable electronically and feedback to the trainer is almost

instantaneous. The lessons, training is readily available to the trainer at the exact moment it is

needed.

The nature of the learning is that EPSS, whose design involves an interactive and

adaptive design and development cycle based on the needs of the employees. The level of

convenience enables the employees to mult-task by learning and working simultaneously.

Software like walk- are so intuitive and user friendly and can also act as the stand-alone query

system.

The design of the supportive learning tools is advanced in that they provide suggestions

and relevant data specifically identified as the gap to improve performance based on the

interfaced working processes which require the user to respond to queries.

EPSS is providing new opportunities by challenging the limitations of traditional

learning. Individual learners with mobile devices can learn anywhere, and off their regular
schedules. There are quite a few options employers can choose from. Some are already online

and just need subscriptions while others can design accordingly (Ferguson, 201)

Challenges of performance support information network regarding individual learning

When implementing a new EPSS, there should be a focus on the computer

infrastructure. EPSSs require a well-established computer infrastructure to support content

organization and delivery. The tools and software may affect the performance of the support for

information networking for employees. The effort on organizing knowledge and chunking it in

proportional to specific learning task involves an adequate platform. The trainers need to

understand and develop the skills for such.

The composition of electronic performance support system for learning information

structure comprises of user access, networks involved, the skills of the facilitators, policies

behind application and the need for financial support which is common difficulty for many

organizations being an innovation to be complete adopted, (Maughan, 2001). Many

organizations are still facing adoption challenges and the novelty is a contemporary in that

human resource management is yet to be recognized as significant tool for developing

organizational capacity.

Lack of research when developing assessment for knowledge, especially new content is

an issue. Employees and trainers should connive to develop the learning assessment to minimize

the gap. One of the strategies to employers is to segment employees in terms of skills, when

processing prerequisite knowledge. Individual learning is different from group learning in that it

needs targeted assessments. However, to avoid developing multiple trainings, a performance

zone can be ideal, “Performance specialists frequently refer to “the Performance Zone” when
developing EPSS”, Dickelman, (1995). It pitches perfect for a group learner like the center in the

Venn diagram.

Some development expenses can be overlooked. It requires a precise tailored the needs

of the employer to effective assessments and learning material. The requirement to make

adoption effective is also an expense. Comparing alternative learning and effectiveness is an

opportunity cost of using traditional method when recall, memory and engagement are

significant factors to the learners.

Though traditional training is being challenged, the retention and dedication of classroom

training is much better for both the employee and employer. The feedback rate is so high, and the

leaner engagement is hardly prone to distraction unlike individual learning that lacks the

supervisor, and subjects are only virtual meaning that it relies on imagination and the

environment varies unlike traditional learning. And some industries are more complicated to

allow for the convenience of emerging learning styles which lack human interaction. Without

human support most electronic learning has been described as Tick box style.

In conclusion, performance support has an impact on the effectiveness of an

organization’s management system, especially at individual learning. The system and processes

need to be aligned with the support of performance to make the employees adequate to perform

their duties. A well-developed performance support system with modern tools alongside effective

systems and procedures can deliver an effective and motivated team. Traditional ways of training

and supporting employees have seen the rise and impact of technology in this area. Electronic

performance systems are now able to deliver effectively using modern supportive tools which

allow for the development and enhancement of skills and knowledge to fill in gaps which exist in

companies and organizations. The opportunities include learning with connected devices which
allow the user to train without place and time restrictions, making knowledge and skill-

acquisition cheaper, faster, and broader and simple. In comparison to the traditional learning

skills, the feedback is also effective and almost instant and transparently. There are limitations on

the engineering nature of jobs and spell that traditional styles should also be put aside. More is

needed to be done with technology in performance support despite them having the speed,

convenience, affordability, impact on motivation and satisfaction, job enrichment. On the other

hand, they are ideal for the foundations and building support for performance.
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