Employee Performance Needs Essay

 

Description

A critical aspect of a performance management system is to create an organization in which employees

can maximize their potential. Often maximizing employee potential requires negotiating requirements and

performance standards, outcomes, and measures for employees. This week, we focus on identifying

employee performance issues or skills and competency gaps and how we can address employee

performance needs, while making an impact on the organization’s strategy.

For this assignment:

Identify how to determine individual performance management needs. When responding to this question,

consider the role of performance reviews in identifying performance strengths, weaknesses, and areas for

opportunities. Think about how performance reviews impact/influence performance management.Employee Performance Needs Essay

Often during an individual performance needs assessment, we identify performance issues, skills, or/and

competencies that are not being met. Describe how organizations can improve knowledge, skills, and

abilities through implementing training and development programs.

Identify how organizations can determine the benefits and drawbacks of implemented programs and

policies to improve performance. Explain the role of metrics in assessing program quality.

Finally, explain the relationship between employee performance and organizational strategy.

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Decades of researchhave revealed close relations between strength-based management and performance elements of firms. Strength-based management focusses on improving employeespotential and enhancing their applications in production. Corporates attract employee loyalty ad optimal performance by helping them to build on their strengths and overcome their weaknesses. However, the role of identifyingemployee performance issues, skills, and available competency is drawn to an organization’s management. Organizational leaders should address employee performance needs as they steer the organization’s performance efforts.

Determining Individual Performance Management Needs

Assessing individual employee performance is a game-changing move for any organization with special missions to accomplish. Although most small and medium-sized organizations treat employee performance as routine, the potential of regular employee performance is far-reaching both to the individual employee and to the organization. In conventional performance management systems, senior managers and supervisors are mandated to evaluate the performance of their employees. However, organizations ought to adopt performance management criteria which are effectively consistent with the constructs of the organization’s missions and policies. The overall goal of performance management is to enhance employee development as well as the organization’s improvement. Processes of measuring employee performance take the form of formal performance appraisal. Appraisals compare specific predetermined performance aspects with the actual employee accomplishments. Employee Performance Needs Essay

Roles of Performance Review on performance management

DeNisi & Murphy, (2017) defines performance review as the systematical evaluation of performance and provision of feedback upon which adjustments can be based. Performance appraisal entails all the processes by which the management applies to assess individual performance and the general abilities to deliver on their defined job descriptions. The general objective of performance appraisal is to inform approaches toward improving the overall efficiency of the organization. To achieve this objective, the management shifts specific focus to mobilizing all its efforts of its workforce to the organization’s missions. However, the particular goals of performance review are to inform essential aspects of the organization, such as compensation patterns and decisions, promotional decisions, and feedback decisions.

Organizational performance appraisals serve several functions within the corporate setting. Previous studies have revealed that performance appraisal is the basis on which organizations can assess its use of resources and hence direct better future personnel actions to improve on such. However, at individual human resource management efforts, performance review serves four major roles (DeNisi & Murphy, 2017). These purposes include making a distinction among staff members based on their skills and distinguishing individual’s strength from their weaknesses. Besides, performance review helps management to evaluateand implementhuman resource strategies that aim at improving each of the employee’s potentials and documenting personnel decisions. Also, evaluation of employee performance within the organization assists the management with making decisions of termination and promotion as well as salary management. Employee Performance Needs Essay

Performance review concerns itself with human resource practices aimed at evaluating and rewarding skills and qualities of staff. The critical focus of appraisal is to enhance individual career developmental. This is possible through assessing and taking note of the employee’s strengths and weaknesses. Performance reviews are the basis of organizational merit rating approaches which informs motivational actions such as salary increases, promotions, developing behavioral strategies. Feedback derived from effective performance review schemes can be used to devise practical training and development programs which in turn help each employee to overcome weakness, acquire a proper understanding of self, and work harder to make the best out of their potentials.

The effectiveness of performance reviews relies on its ability to guide further improvements that can steer organizations towards accomplishing their missions. An effective performance review system helps the organization with the processes of identifying the strength and weaknesses of their workforce at individual levels. Also, the feedback drawn from such reviews provide adequate input from the supervisors and implementing improvement actions to gear the organization in the desired direction. Most importantly, appraisals inform career growth and development of each employee. The Assessment provides information about the strength and weaknesses of each employee and engaging them in training programs that help them overcome their weaknesses and capitalize on their strengths.Employee Performance Needs Essay

Roles of Need Assessment in addressing skill improvement.

Need Assessment entails a combination of processes involved in the systematic determination and approaches to address the need or gaps between the current organization’s position and its desired position. In most cases, need Assessment forms a significant component of the more exceptional planning process. Through the feedback obtained from need assessment processes, the organization can focus on implementing further education and training aimed at improving individual and organizational capacities. In an overview, need assessment measures (Ferreira & Abbad, 2013) the dimensions of the discrepancy between individuals or organizations current conditions and the desired condition to determine appropriate improvement approaches.

There are three levels of need to consider while conducting need assessments. Perceived needs are the gaps that individuals think about as their needs.  The standards of perceived needs depend solely on the personal perceptive of each respondent. On the other hand, expressed needs are those that the respondents have spoken about and sought help depending on the circumstances and their experiences.  Lastly, applicable requirements are established by relating the cost of each need to the level of equity. Corresponding needs are embedded in sociological and demographic factors. Each of the mentioned classes of needs is made up of more than one gaps related to one another, and which informs Assessment.

If conducted properly, need Assessment can form a useful tool through which organizations can ascertain their challenges, both internal and external. The role of need assessment is to help the management to determine and clearly define the problems likely to become barriers to the accomplishment of their missions. When this is done, further evaluations can inform adequate resource allocation to establish sustainable solutions to the existing organizational problems. While conducting a need assessment, there is a need to gather sufficiently reliable data as part of the process of developing effective interventions that will address each group’s specific needs and wants.Employee Performance Needs Essay

The purpose of the need assessment is to help the organization determine the possible interventions to its problems. Decisions guiding the improvement of quality and organizational policies or program are mostly arrived at by conducting comprehensive and accurate need assessment. Results derived from need assessment procedures guide the processes of designing, implementing, and evaluating organizational projects. As such, companies can realign their actions to match the desired results. Addressing the assessed needs at the individual level of each employee significantly addresses the overall workforce gaps in the organization.

Roles of Training and Development Programs in performance improvement efforts

Initiating a variety of training and skill development programs is an approach through which organizations advance their ongoing effort to establish higher performance thresholds and self- fulfillment of each employee. Skill development programs within an organization assist employees in improving their skills and expanding their productivity potentials. Most organizations in the current economic climate have reported that training and development programs are expensive to conduct (Sasidaran, 2018). Regardless of the potential drawbacks attached to training and development programs, such initiatives avail benefits that extend far-reaching impacts on the organization’s return on investment.

The very immediate benefit that training and develop extend is an improvement in the employee quality of performance delivery. The training expands each employee’s understanding of more significant levels by instilling a higher level of confidence and skills. Since most training and skill development programs are based on the results obtained from risk assessments, they are directed towards addressing employee’s weaknesses and motivating them on their strengths. Training programs are also designed to impact trainees with the necessary skills to remain consistent in their delivery. Consistency benefits employees by establishing a long-lasting awareness of the expectations and procedures within the organization. Also, the confidence derived from training and development programs enhance the overall performance of each employee and extends long-term benefits to the company. Employee Performance Needs Essay

Sasidaran (2018) highlights that raining and development programs significantly impact innovativeness and productivity in practice. Through such programs, employees acquire new ideas to be applied in production or at any other level of the product value chain. New ideas also result from interaction with new people or attending training programs in foreign environments. Besides, training programs impact on each employee’s productivity, awareness, and adherence to quality standards. The richness of an organization’s workforce potentially improves when they attend training programs due to improved awareness and alignment to quality standards required.

Another way in which training and development program impacts knowledge, skills, and abilities of employees is by improving their overall satisfaction and morale towards their careers. By investing in training programs that target employee’s line of products is a show of belief and confidence in what they offer.  Training programs provide a supportive environment where they acquire new values and ideas they c have accessed within their work stations.

Evaluation of programs and policies and the role of Evaluation Metrics

Evaluation of implemented programs aimed at improving the overall organizational performance is an essential aspect of management as it helps with effective monitoring of the target improvements. Program evaluation seeks to address given questions on how well a program performed concerning its outlined outcomes. Evaluation processes of implemented projects and policies for development are conducted systematically to assess their capabilities to address specific limitations within the organization (Swanson, 2007). Through evaluations, organizations transition into new and innovative approaches as well as emerging industry practices and tap into potential opportunities to improve the efficiency of ongoing programs.

Assessment Metrics refer to the measurable and analyzable information during a program evaluation session. In the case of policies and programs aimed at improving organizationalperformance, the metrics measured during the evaluation process include project outcome, design, impact as well as the program’s relative cost-effectiveness. Measurement of the effectiveness of the program design takes place at the planning stage, and it helps in defining the scope of the application or policy in question. In some instances, pre-test plans are used in the place of design evaluations. Employee Performance Needs Essay

Outcome evaluations to examine the actual results of the program and policies in question. The outcomes analyzed through outcome measurements do not isolate intended effects from the unintended ones. However, this metric analyzes the existing differences between outcomes and the specified goals and objectives of improvement. Outcome analysis may sometimes overlap into process evaluation as it examines the details and recommends the ideal quality and productivity measures. On the other hand, evaluation of processes compares the current state of the program and policies and their adherence to statutory and regulatory standards. Cost-effectiveness measurements outline and compare the benefits, outputs, or outcomes to the ongoing internal and external costs of that specific program.

The Link between employee performance and organizational strategy

Shifts in the roles of globalization and advancement in technology have exposed organizations to a global level nature of competition. To acquire a balance in their competitiveness, organizations are compelled to advance innovative staffing strategies (Silva, Hutcheson, & Wahi, 2010). As a result, organizations have focused on enhancing the performance of their workforce by engaging strategy that aims at improving the overall organizational competitiveness, and hence performance in all aspects. However, employees have collective skills, abilities, and experiences as well as the ability to render these competencies in the ways that best suit their employing organizations. Employee Performance Needs Essay

For such reasons, human resource unit resource, train and develop employees with the best skills, abilities, and competences as part of organizational efforts to implement their performance strategies. Silva, Hutcheson, & Wahi, (2010) records that effective human resource functions aim at initiating systematic management measures that shape an employee’s attitude and behavior to align with the organization’s performance strategies. Also, the fact that there are diverse goals and necessities of implemented to achieve competitive strategy compels human resource management to align its HR practices with the overall organization’s performance strategy.

References

DeNisi, A. S., & Murphy, K. R. (2017). Performance Appraisal and Performance Management:100 Years of Progress? American Psychological Association, 102(3), 421-433.

Ferreira, R. R., & Abbad, G. (2013). Training needs Assessment: where we are and where we should go. BAR – Brazilian Administration Review, 10(1), 1807-1814. doi:10.1590/S1807-76922013000100006

Sasidaran, S. (2018). Impact of Training on Employee Performance: A Case Study of Private Organization in Sri Lanka. Journal of Business and Management, 16(1), 13-21.

Silva, N. D., Hutcheson, J., & Wahi, G. D. (2010). Organizational Strategy and Employee Outcomes: A Person–Organization Fit Perspective. The Journal of Psychology Interdisciplinary and Applied, 144(2), 145-16. doi:10.1080/00223980903472185

Swanson, R. A. (2007). Analysis for Improving Performance: Tools for Diagnosing Organizations and Documenting Workplace Expertise. Oakland, CA: Berrett-Koehler Publishers. Employee Performance Needs Essay

 

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