Question

The Strategic Purpose of Training and Career Development Why do you believe organizations invest in training and career development programs for employees? How does the organization benefit? How can training support an organization's strategic goals? Why should HRMs focus on the career development of employees? Use the articles and resources provided to support your ideas. Part B: Performance Management, Performance Evaluation, and Performance Issues Part A: In your own words, define performance management and a performance evaluation system. Summarize your understanding of the difference between these two concepts. Why is it important for HRMs to investigate performance issues to identify the root cause? What type of performance issues(s) could benefit from a performance improvement plan? Use the articles and resources provided to support your ideas.

Answer 1

Organizations invest in training and career development programs to improve employee performance and align it with strategic goals, leading to increased productivity and a fulfilled workforce. Performance management is an ongoing process, unlike performance evaluations which are periodic and formal. Investigating performance issues with a focus on development can prevent systemic problems and aid in organizational success.

Step-by-step explanation:

Strategic Purpose of Training and Career Development

Organizations invest in training and career development programs for several reasons. Firstly, such investments lead to higher employee performance, aligning with the organization's strategic goals. Training helps employees advance their skills and become more effective in their roles, supporting continuous improvement and innovation within the company. Career development programs increase employee engagement, retention, and motivation; they can also ensure a steady pipeline of skilled workers ready to step into critical roles.

Performance Management

Performance management is a continuous process that involves setting objectives, assessing progress, and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals. On the other hand, a performance evaluation system is more of a formal, periodic review process where the performance of an employee is documented and discussed, often on an annual or biannual basis. The main difference between the two is that performance management is a day-to-day process, while performance evaluations are typically more structured and time-specific assessments.

Investigating performance issues is crucial for HRMs as it allows identifying whether there are systemic issues affecting performance. Performance improvement plans can be particularly beneficial for addressing consistent or recurring problems that are not due to external factors.

Benefits to the Organization

Effective training and development align employee performance with the company's strategic direction, thereby enhancing productivity and innovation. Performance appraisals, including methods such as 360-degree feedback, support this alignment by giving structured feedback. Additionally, optimizing performance management systems according to organizational culture contributes to overall success and effectiveness in achieving business goals.