Employee Development and Training

Training focuses on teaching specific skills for current job tasks, while development aims to enhance overall capabilities and prepare employees for future roles. Methods of employee training include on-the-job training, classroom training, e-learning, and simulations. Each method has its own benefits and is chosen based on the learning objectives and resources available.

A nurse should have strong communication skills, empathy, attention to detail, critical thinking, problem-solving abilities, and the ability to work well in a team. They should also be flexible, able to multitask, and have a high level of resilience and emotional intelligence to effectively handle challenging situations.

Measuring employee performance accurately and fairly is essential for any organization striving for success. To achieve this, companies should focus on a set of key metrics and Key Performance Indicators (KPIs) that provide a comprehensive view of employee contributions and align with organizational goals. Here are some essential metrics and KPIs to consider:

Goal Achievement: Measure the extent to which employees meet their individual and team goals. This could include project deadlines met, sales targets achieved, or objectives accomplished within a specified timeframe.

Quality of Work: Assess the quality of work produced by employees. This may involve customer satisfaction ratings, error rates, or feedback from peers and supervisors regarding the accuracy and effectiveness of deliverables.

Productivity: Track the efficiency of employees in completing tasks and projects. This can be measured by the number of tasks completed, hours worked versus output generated, or other relevant productivity metrics specific to the role.

Initiative and Innovation: Evaluate employees' ability to take initiative and contribute innovative ideas to the organization. This could include the number of suggestions implemented, participation in problem-solving initiatives, or involvement in innovation projects.

Communication and Collaboration: Assess how well employees communicate and collaborate with colleagues. This may involve feedback from team members, responsiveness to inquiries, or participation in team meetings and discussions.

Learning and Development: Measure employees' progress in acquiring new skills and knowledge relevant to their roles. This could include completion of training programs, participation in professional development activities, or attainment of certifications.

Attendance and Punctuality: Monitor employees' attendance and punctuality to ensure reliability and commitment to their roles. This could involve tracking attendance records, adherence to schedules, and absence rates.

Employee Engagement: Gauge employees' level of engagement and satisfaction with their work and the organization. This could include employee surveys, retention rates, and feedback mechanisms to understand employee sentiments and concerns.

Leadership and Management Skills: Assess employees' leadership and management capabilities, especially for supervisory or managerial roles. This could include feedback from direct reports, performance in leadership development programs, and demonstration of effective decision-making and team-building skills.

Alignment with Company Values: Evaluate the extent to which employees embody the company's values and culture. This could involve assessing behavior consistency with organizational values, adherence to ethical standards, and demonstration of commitment to the company's mission and vision.

By focusing on these key metrics and KPIs, companies can measure employee performance accurately and fairly, providing a holistic view of contributions while ensuring alignment with organizational objectives and values. Additionally, regular feedback and ongoing performance discussions are crucial to ensure that employees have a clear understanding of expectations and opportunities for growth and development.

Individual contributions are essential as they bring diverse skills, perspectives, and ideas to the organization. Each person's unique abilities help drive innovation, problem-solving, and overall success. Recognizing and valuing individual contributions can boost morale, motivation, and productivity within the team.

Factors that can affect the communication skills abilities and development of individuals include their cultural background, language proficiency, personality traits, past experiences, and physical or mental health conditions. It is important to consider these factors when communicating with individuals to ensure effective and respectful interactions.

A literature review on the effectiveness of training and development would involve summarizing existing research on how training programs lead to improved employee performance, productivity, and job satisfaction. It would also discuss key factors that influence the success of training initiatives, such as employee motivation, management support, and alignment with organizational goals. Overall, the review would provide insights into best practices for designing and implementing effective training and development programs in organizations.

1. Which objectives have you been unable to achieve and why? .

HRM may stand for HOTEL RESTAURANT MANAGEMENT or Human Resource Management.

Organizational behavior is "the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself." The three levels of organizational behavior are individuals in organizations, work groups, and how organizations behave.

Writing the Final Performance Appraisal Narrative is accomplished during the:

The HR Training and Development Officer is responsible for the education and development of a company's entire workforce. Some of the tasks which they perform are identifying training needs, developing training programs, and helping managers to solve training problems.

These 3 steps will help you.

1.) Look at the role type first. Belbin Team Roles Theory will help you. Find out more about it.

2.) Maybe the differences are not the same nature as you think now, and you can use these as additional resource for your company. This will significantly ease the situation.

3.) And finally, you should consider, that communication has two side. You send out a message, but you never know, what in the brain of the other party is stored. You have to find a `language` what both of you will understand. For this you will need training. Unfortunately this can not be improved alone by yourself, as no brain can solve a problem which was created by itself.

Good luck

Gabriella Handler

Business Consultant

The ASTD (American Society for Training and Development) Certification Institute built the Certified Professional in Learning and Performance (CPLP) credential to provide a way for workplace learning and performance professionals to prove their value to employers and to be confident about their knowledge of the field.

More information on this certification can be found at http://www.astd.org/content/ASTDcertification/CPLPFastFacts.htm

Human resources is the use of human in the manufacture of goods in an industry rather than the use of machines.

Standard office attire. For ladies: business suit (either pants or skirt with a jacket). Definitively NEVER mini skirts, transparent blouses, spaguettis straps (unless under the jacket),sleveless blouses or too revealing (provocative, sexy) clothes, flipflops, tennis shoes. For gents: long sleeve shirt, tie depends on the formality of the office. Short dress sleve shirt with no tie. Dress pants or dress khakies (like dockers).NO T-shirts, polo shirts, shorts, bermudas, tennis shoes, flipflops. If the atmosphere is informal and no dress code is established, some medical office personnel uses scrubs and nursing shoes as a convenience and cost-effective way to dress appropiately. Double check this first. The most important thing to remember is always have clean, crisp, tailored clothers, a positive, professional attitude and good manners.

define organizational behaviour and explain how it is used in the organizational setting

Capitalism

Versatility means having a wide variety of skills in any field...Eg. A versatile dancer, A versatile singer etc...

Training is the act of increasing the knowledge and skills of an employee for performing the job assigned to him. It is a short-term process. After an employee is selected, placed and introduced in an organization he must be provided with training facilities so that he can perform his job efficiently and effectively.

Development is a long-term educational process utilizing an organized and systematic procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose. It covers not only those activities which improve job performance but also those activities which improves the personality of an employee.

Personal skill development is important at every level of your career and your personal life as well. Today's work forum is constantly changing. To stay with the current trends and growth areas, you must have a realistic appreciation of your current personal skills, improve upon those that are the highest demand and at the same time learn new skills. Those who are the most successful have learned how to get and use skills on new demands. These are the people who will journey the farthest.

Effective HRM decreases cost of production and increases the profit of a company. We say effective in the manner that employees' morale is in its' peak to be able to carry out job well. In this situation, it leads the organization to have a reduction of the wages based on time, effort, and resources because employees do job very well. It also causes the employees to have harmony in the workplace which causes them to accomplish more work or yield to increase in output which offer more profits as well.

A human resource is either: humans who have skills to be sold (doctor/scientist)

lots of peole who make products to be sold

These are both human resources because they involve humans (obviously), either one can be used depending on the type of question, or the text it is included in.

we learnt about this in school, so this is the true definition! :)

According to SHRM, the comparative method is when the appraiser directly compares the performance of each employee with that of others. Some comparative methods are Ranking, Paired Comparison and Forced Distribution.

sales line

Job knowledge: 3

Quality of work: 3

Sense of Responsibility: 3

Following Instructions: 4

Attitude Towards Work: 3

Customer Service Skills: 3

Relationship with Others: 4

Conduct / Behaviour: 4

Attendance at Work: 2

General Appearance : 3

total points 32.