Performance Management Program, Essay Example

An orderly look at the job or work helps one in taking into consideration all the vital elements and differentiate them in the terms of what is important upon the entry, and that which is learned on the job. There is importance of analyzing the job well right from the beginning so as to gain more than it will cost. An employee who is not very good or perfect on the job and his performance is generally poor, requires extra training and supervision. If the employee produces less thus affecting the overall morale, operational costs, productivity and the delivery of service, then he needs to be replaced with another one as soon as possible (Paul, 2006).

In the development of an effective selection system, the first step entails identifying the essential tasks that are necessary for a job performance that is successful. After those essential tasks are known, then the second step involves the identification of the Knowledge, Skills, Abilities and Other Characteristics (KSAOCs). These are necessary on the job entry for a successful performance on the job (Ronald, 2002).

They are many forms of job analysis. It can be an informal process that covers key questions or one of the available formal techniques. It can also be very simple as a meeting with a panel of subject matter experts (SMEs) describing the essential KSAOCs for the position. Subject matter experts are the incumbents or even the supervisors of a position; they have knowledge that is direct to their job duties and requirements (Ronald, 2002).

The method that is most common in the analysis of the job is critical incidents job analysis. This mainly involves meetings whereby the SMEs share the critical occasions they have observed that shows an important skill, knowledge or even ability that an incumbent requires for the job.

In spite of the used process, the outcomes or results must specify the essential or critical job tasks, and what Knowledge, Skills, Abilities and Other Characteristics (KSAOCs) that distinguishes the victorious potential performers from the other candidates. Furthermore, the working environment, expected level of training for the new hire and the type of supervision an employee will receive should also be identified (Ronald, 2002).

Performance management is the process that involves creating a work environment or setting in which people are facilitated to perform or do job to the best of their abilities. It is assessment of employee, equipment, process or other factors to measure the progress to the set goals. Performance management involves people to do their work to their ability and meeting the targets and standards or even exceeding them. Performance management is a whole work system that starts when work is defined as needed or required. There are several actions that are included in the performance management system. They include: developing clear job descriptions; selecting right people with a proper selection process; negotiating the requirements and the performance that is accomplishment based; providing effective education, orientation and training; providing ongoing coaching and the feedback; conducting the quarterly performance development discussions; designing recognition systems and effective compensation that rewards people for their contributions; providing to the staff promotional or career development opportunities; and to assisting with the exit interviews to know reason why valued employees leave the company or the organization (Michael, Duane & Robert, 2008).

Learning is essential for effective talent development in driving business results and reduces the risk of litigation, lost business reputation and non-compliance. Lack of proper training leads to the skill gap in the positions that are important and which can affect the overall profitability. With the learning programs that are on-demand, focused, personalized and targeted, a talent to bridge skill and competency gaps is developed. The employees should be assessed against the competency requirements and then provide the required knowledge to them. Thus to be able to maintain competency within an organization, then various regulatory training should be complied with. The learning management should be able to bring the new hired employees up to the speed very quickly and even be able to prepare the employees effectively for the changing roles in the jobs. The learning management should ensure that the employees have the right skills, knowledge and the proficiency in order to succeed towards supporting the business goals (Michael, Duane & Robert, 2008).

Learning management enables workers to build skills that are competitive. Learning management also helps in overall talent development effort and it is one of the management methods that work best.

Companies worldwide have recognized that there is need to retain those who perform well in the jobs. They have also realized that high performing people need to be developed in their ability to innovate and grow in the future. This is the reason why some comprehensive talent management processes are in the top list of any human capital management in many organizations today. The link that integrates the learning and development management is the individual development plans towards gaining extra knowledge so as to be competence in their work. The link also identifies the overall training needs of these managements with creation of the training plans (Joan, 2004).

References

Joan, P. (2004). Human resources management for public and nonprofit organizations. New York: John Wiley and Sons.

Michael, A.H., Duane, I. & Robert, H. (2008). Strategic management: competitiveness and globalization: concepts & cases. Michigan: Cengage Learning publishers.

Paul, Sparta. (October, 2006). Human Resource Executive. Retrieved November 19, 2009, from www.plateau.com/pdf/HRExec_1006.pdf.

Ronald, S. (2002). Organizational success through effective human resources management. London: Greenwood Publishing Group.