Employee Development: The Process Of Employee Development Di

Employee Development the Process Of Employee Development Directl

Write a paper (1,250-1,500 words) that describes the relationships among the components of employee development. Do the following in your paper: 1. Differentiate between performance management and performance appraisal. 2. Describe how initial training influences the amount and type of performance management. 3. Describe how initial training and performance management relate to performance evaluation. 4. Referring to the position you created in the Topic 2 assignment, choose a performance appraisal method to use for the job. Why is that one effective?

Paper For Above instruction

Employee development is a comprehensive process within organizations aimed at enhancing employees' skills, knowledge, and performance to achieve organizational goals. Central to this process are components such as initial training, ongoing performance management, and performance evaluation. Understanding the relationships among these components is crucial for designing effective human resource strategies that foster employee growth and organizational success.

Differentiation Between Performance Management and Performance Appraisal

Performance management and performance appraisal, although related, serve distinct purposes within employee development. Performance management is a continuous, proactive process that involves setting goals, providing ongoing feedback, coaching, and supporting employees to improve their performance over time (Aguinis, 2019). It emphasizes developmental conversations, aligning individual objectives with organizational goals, and fostering employee engagement. Conversely, performance appraisal is typically a periodic evaluation—often annual—that summarizes an employee’s performance over a specific period (Pulakos, 2009). It involves assessing achievement against predefined standards and providing feedback that can influence personnel decisions such as promotions or compensation. While performance management aims at ongoing development, performance appraisal serves as a formal review process to evaluate past performance and identify areas for improvement or reward.

Influence of Initial Training on Performance Management

Initial training plays a pivotal role in shaping the scope and nature of subsequent performance management activities. Effective onboarding and training equip employees with the necessary skills and knowledge to perform their roles competently from the outset (Bauer & Erdogan, 2012). When employees receive comprehensive initial training, managers can establish realistic performance expectations and tailored development plans aligned with their starting competencies. Furthermore, well-structured initial training fosters confidence and reduces initial errors, allowing managers to focus performance management conversations on developmental opportunities rather than remedial actions (Noe, 2017). The extent of initial training influences the frequency and depth of performance management discussions—better-trained employees typically require less corrective feedback, enabling managers to focus on growth-oriented coaching rather than purely performance correction.

Relationship Between Initial Training, Performance Management, and Performance Evaluation

The connection between initial training, performance management, and performance evaluation forms a continuous cycle that underpins employee development. Well-designed initial training sets the foundation by ensuring employees understand their roles and responsibilities, which informs effective performance management. During performance management, managers monitor and guide employee progress, providing feedback grounded in the competencies established during initial training (Aguinis, 2019). This ongoing support prepares employees for formal performance evaluations, which serve as comprehensive reviews of their performance over a set period. In these evaluations, managers assess whether employees meet expected standards, considering insights gained from continuous performance management (Pulakos, 2009). Proper alignment among these components ensures that performance evaluations reflect actual development progress and that feedback is constructive and aligned with organizational objectives (Biron et al., 2011).

Choosing an Effective Performance Appraisal Method for the Position

Referring to the position created in the previous assignment, I recommend using a 360-degree feedback approach as the performance appraisal method. This multi-rater system gathers performance data from supervisors, peers, subordinates, and sometimes clients, providing a comprehensive view of an employee's performance (Lepsinger & Lucia, 2009). For roles emphasizing collaboration, communication, and interpersonal skills, this method offers several advantages. It minimizes biases associated with single-rater evaluations and promotes self-awareness and development. For example, in a leadership or customer service role, receiving diverse perspectives helps identify strengths and areas for growth that might be overlooked in traditional top-down appraisals. Moreover, 360-degree feedback supports developmental conversations, encouraging employees to engage actively in their growth process, aligning well with ongoing performance management practices (Nowack & Haunschild, 2019). This method’s effectiveness lies in its holistic view, fostering a culture of continuous improvement and accountability.

Conclusion

In conclusion, the relationships among initial training, performance management, and performance evaluation form a cohesive framework that underpins effective employee development. Differentiating between performance management and appraisal clarifies their distinct roles in ongoing support versus periodic review. Initial training influences the scope and effectiveness of performance management by establishing a competent foundation. Together, these components facilitate accurate performance evaluations that reflect true development progress. Selecting appropriate appraisal methods, such as 360-degree feedback, enhances the developmental process, especially for collaborative roles. An integrated approach that emphasizes continuous development fosters organizational growth and employee engagement, ultimately contributing to sustained organizational success.

References

• Aguinis, H. (2019). Performance Management (Book). Chicago Business Press.
• Bauer, T. N., & Erdogan, B. (2012). Organizational Behavior. Pearson Education.
• Biron, C., Farndale, E., & Paauwe, J. (2011). Performance Management Effectiveness: Lessons from the Field. The International Journal of Human Resource Management, 22(9), 175-191.
• Lepsinger, R., & Lucia, A. D. (2009). The Art and Science of 360 Degree Feedback. Pfeiffer.
• Naqvi, S. M. M., & Haunschild, J. (2019). Implementing 360-Degree Feedback in Organizations: Benefits and Challenges. Journal of Management Development, 38(3), 188-202.
• Noe, R. A. (2017). Employee Training & Development. McGraw-Hill Education.
• Pulakos, E. D. (2009). Performance Management: A New Approach for Driving Business Results. Wiley-Blackwell.
• Nowack, K., & Haunschild, J. (2019). The Impact of 360-Degree Feedback on Employee Performance: A Systematic Review. Human Resource Management Review, 29(4), 100684.