Assignment: Human Resources Development

The trend in the 21st century is to develop and staff jobs that are specialized and highly technical. The training, skills competence, and performance appraisal systems that are in place need to fit the specificity of these technical jobs.

In a 3 page paper, address the following:

  1. Discuss how continuous feedback provided by effective performance-management programs encourages and assists employees.
  2. Describe how feedback helps to enhance the performance appraisal process that leads to improvement, promotions, or terminations.
  3. Evaluate how human resources development programs that address the unique needs of some employees can be implemented to increase goodwill, attract, and retain quality employees.
  • Incorporate 3 scholarly HRM sources (within the past 5 years) on how HRM professionals can use feedback systems to enhance employee performance. Use credible sources.
  • Be sure your paper follows APA style requirements. Font: Times New Roman, Font size: 12.

Continuous Feedback on Employee Development

Performance management is an essential approach towards employee development. Managers and workers can work together in monitoring, planning and reviewing the goals and objectives of the employees towards an overall contribution to organizational growth. Continuous feedback is provided during performance management to ensure that the employees are on the right track towards meeting their career goals (Hassan, 2016). Feedback given to the employee is essential in determining the step taken towards better performance. Continuous feedback provides the manager and the employee with opportunities for calibrating and recalibrating their partnered efforts, hence increasing productivity (Richardson, 2014). Feedback ensures continuous interactions between the employee and the managers as they discuss individual performance, which results in the development of stronger relationships as they both get to know each other better, both on personal and professional grounds.

As managers take active roles in the work lives of the workers, employees are kept engaged, and the result is quality performance as payback for the determination of the manager to see them work better (Albrecht, Bakker, Gruman, Macey, & Saks, 2014). Since most employees are determined to build their careers, the interest by managers to help them reach their potential through continuous feedback promotes employee retention. The other contribution of constant feedback is the ability to help introverted workers learn new skills. As the manager and the employee discuss performance, employees that are shy feel at ease to ask questions, enabling them to learn new techniques (Richardson, 2014). As feedback is a teamwork activity, both the employee and the manager learn from each other, thus coming up with new ideas towards productivity.

Contributions of Feedback Towards Enhancing Performance Appraisal

Performance evaluations play a crucial role in the corporate world in guiding, correcting and motivating workers towards achieving both personal and business goals. The frequency of assessments in a company is either once or twice a year. However, taking such as a long time before reviewing an employee’s performance undermines the objective of the activity, as it turns out to being a one-way communication, and the employee lacks an opportunity to present their views (Hassan, 2016). Since the exercise is always more of a judgment than a discussion, the results are a restricted view of the manager, hence causing stress; anxiety and dissatisfaction on the employee. However, by adopting a continuous feedback system, the manager can provide clear employee roles and keep the personal goals of the employee relevant to those of the organization (Albrecht, Bakker, Gruman, Macey, & Saks, 2014).

Employee progress can be maintained on track through feedback, thus correcting deviations in time, which cultivates a more focused and engaged work force towards achieving the company’s objectives. If the employee’s performance is continuously reviewed through feedback, the yearly appraisals would be more useful. By adopting a continuous feedback approach, the managers can concentrate on the achievements and possible areas of improvements essential for extending employee potential (Richardson, 2014). Ongoing review of employee’s goals and performance is an important process towards an effective appraisal process. Feedbacks provide an opportunity for the employee to present personal views on performance, hence contributing to personal development and productivity unlike in the case of annual reviews that are always a monolog (Hassan, 2016). The issue of task timelines can be adequately reviewed and appraised through a feedback system, leading to the effectiveness in gauging employee performance as an implication of successful performance appraisal.

Implementation of Human Resources Development Programs

HRD is a critical framework for improving and developing human capital. The process includes training, evaluation feedback, career development and tuition assistance, which is capable of facilitating continuous improvements in knowledge, abilities, and skills. A successful HRD program prepares an individual to take up higher levels of responsibilities and organized learning over a given period towards providing performance change (Kumar, Ali, & Kumar, 2013). The implementation of an HRD program involves three stages that include; assessing the needs of an employee and their development areas, the design of an HRD program with intended benefits stated, and monitoring and evaluation of the program progress. In the needs assessment phase, deficiencies and new challenges requiring new approaches are identified through individual, environment, job tasks, and performance examination (Kumar, Ali, & Kumar, 2013). After identification, priorities are set, training objectives determined and an evaluation criterion established.

On the design phase, the interventions for the identified needs are developed. The core activities in this phase include the selection of clear objectives on the program, developing a lesson plan, getting the required materials and personnel, choosing the appropriate method to run the program and scheduling the program activities (Kumar, Ali, & Kumar, 2013). The designed program is then implemented using the most suitable techniques that avoid the occurrence of associated challenges that include problems in program execution as planned and failure to create an environment that promotes learning and development. Lastly, the effectiveness of the program is measured. The evaluation process provides a personal reaction to the impact of the program and the need for further adjustments (Albrecht, Bakker, Gruman, Macey, & Saks, 2014).

References

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2014). Employee engagement, human resource management practices and competitive advantage. Journal of Organizational Effectiveness: People and Performance , 7-28.

Hassan, S. (2016). Impact of HRM Practices on Employee’s Performance. International Journal of Academic Research in Accounting, Finance and Management Sciences , 15-22.

Kumar, H. V., Ali, K. M., & Kumar, S. S. (2013). Framework for implementing human resource development programmes in higher educational institutions. International Journal of Engineering and Management Sciences , 36-39.

Richardson, F. W. (2014, November 5). Enhancing Strategies to Improve Workplace. Retrieved from http://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=1105&context=dissertations

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