Training & Development Chapter 1 Notes
Performance Management and Training Development
Performance management is not a single event but a continuous process. It involves ongoing
communication, feedback, goal setting, and development planning, not limited to annual
appraisals.
Performance management identifies training and development needs, leading to concrete
development plans. It's a proactive approach to enhancing employee skills, knowledge, and
abilities for improved performance.
The components of performance management typically include:
Goal Setting: This involves establishing clear and measurable objectives that align with
organizational goals. Goals should be specific, achievable, relevant, and time-bound (SMART).
Ongoing Communication: Regular feedback and communication between managers and
employees are essential for clarifying expectations, addressing concerns, and providing guidance
on performance improvement.
Performance Monitoring: Continuous monitoring of employee performance against established
goals and standards helps identify areas of strength and areas needing improvement. This can
include regular check-ins, performance reviews, and performance metrics.
Feedback and Coaching: Providing constructive feedback and coaching to employees helps them
understand their performance, identify areas for development, and take corrective actions as
needed. Coaching can also involve providing resources and support to help employees succeed.
Performance Appraisal: Formal evaluations of employee performance are often conducted
periodically (e.g., annually or biannually). These appraisals provide an opportunity to assess
performance, recognize achievements, and discuss areas for improvement.
Development Planning: Based on performance assessments, development plans are created to
support employees in enhancing their skills, knowledge, and abilities. This can include training
programs, mentoring, job rotations, and other developmental opportunities.
Recognition and Rewards: Acknowledging and rewarding employees for their contributions and
achievements is essential for motivating performance and fostering a positive work environment.
Performance Improvement Plans (PIPs): In cases where performance falls below expectations, PIPs
outline specific steps for improvement, set timelines for progress, and establish consequences for
failing to meet objectives.
By integrating these components into a cohesive performance management system, organizations
can effectively manage and enhance employee performance to achieve their strategic objectives.
Underinvestment in Training and Development:
Training & Development Chapter 1 Notes
Canadian companies may underinvest due to perceiving training expenses as costs rather than
investments. Shifting this perception is crucial for fostering a culture of continuous learning and
development.
Organizations may incorporate training bonds to recover training costs. Training bonds, also known
as training agreements or education reimbursement contracts, are a form of contractual agreement
between an employer and an employee regarding the funding of employee training or education. In
Canada, training bonds are a mechanism used by some organizations to recover a portion of the
costs associated with providing training or education to employees. This strategy incentivizes
employees to commit to the organization post-training, potentially reducing turnover costs.
Environmental factors include technology, global competition, the labour market, and
organizational strategy. These factors influence HR practices and training strategies, shaping
organizational effectiveness and competitiveness.