After Learning About The Training And Development Process

After Learning About The Training And Development Process And The Perf

After learning about the training and development process and the performance appraisal process, develop an initial post in which you: Select and briefly describe the training process and the performance appraisal process of your organization. Evaluate both processes and mention one strength and one weakness of each process. Include one recommendation to overcome the weakness you mentioned.

Paper For Above instruction

The training process in my organization begins with identifying specific skill gaps or knowledge deficiencies among employees. Once these gaps are recognized, the HR department collaborates with department managers to design tailored training programs that can include workshops, e-learning modules, or on-the-job training. The process involves selecting appropriate training methods, scheduling sessions, and evaluating the effectiveness of the training through feedback and assessments. One strength of this process is its structured approach, which ensures that training is focused and aligned with organizational goals. However, a weakness is that training programs can sometimes lack flexibility, failing to adapt rapidly to evolving employee needs or technological advancements.

The performance appraisal process in my organization typically involves annual reviews where managers evaluate employees based on predefined criteria such as goal achievement, skills, and behavioral competencies. Employees are encouraged to participate in self-assessments, contributing to a comprehensive review. A notable strength of this process is its ability to provide formal feedback, highlighting areas for improvement and recognizing achievements. A significant weakness, however, is that appraisals can be influenced by recency bias, where recent performance overshadows overall contributions over the review period.

To address the weakness in the training process, one recommendation is to incorporate more adaptive learning methods, such as microlearning or just-in-time training, which can be tailored to immediate needs and technological trends. For the performance appraisal process, implementing 360-degree feedback can mitigate recency bias by gathering insights from peers, subordinates, and supervisors, thereby providing a more balanced view of employee performance. These improvements can enhance both processes, making them more responsive and comprehensive within the organization.

References

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