Training and Performance Management

            Training of the employees is one of the main assets in any organization.  The first activity is the founding the requirement examination.  This step is for justifying a training foundation.  The skills needed for the step is observation, analysis and interviews.  The other step is the growth of training sequencers and guides.  This step is for the development of the current tasks and procedures in the company.  They act as a main tool for assessing of the guidelines and thus it will advance the important guidelines for any future training.  The other process is the distribution of the training program. The step is needed for giving instructions and delivering of the training schedules.  Once the trainers have been assessed, the training skill is needed (Kusek & Rist, 2004) 

            Many organizations are good at the supervision the worker preparation than others who disregard the proper teaching way as they are aware that the need for training the employees is huge.  This is because as more companies are growing and business expanding, more jobs will be created and thus people need more training.  The demand of the customer, the motivation of the employee and their productivity needs a competitive work force which is some of the reasons for the foundation of the training programs in the organization.  For the training to be successful it must have the support from the top directors of the company and it is the effort of the work staff, thus it must be used by all the organization staff for their success (Kim & Solomon, 2011). 

            The importance of the performance management systems is the definition of the company’s principles, mission and its values and it is performed throughout the tasks of the company.  To make sure that the performance appraisals are fairly utilized, the HR department should ensure that there is good communication within the company.  Communication is an important element for the performance of the company management and the performance appraisal.  The managers and the directors should be well trained for them to manage the performance appraisal thus they should keep the company staff well informed of the visions and how they can succeed on them (Kim & Solomon, 2011). 

Reference

Kim, D., & Solomon, M. (2011). Fundamentals of information systems security. Sudbury, MA: Jones & Bartlett Learning.

Kusek, J. Z., & Rist, R. C. (2004). Ten steps to a results-based monitoring and evaluation system: A handbook for development practitioners. Washington, DC: World Bank.