Training Based Model for Evaluation: Can It Improve Employee Performance?

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Employee management is becoming a long driven approach that is totally mismanaged and demands a separate resource that can understand the variability. The paper-driven approach and spreadsheet oriented operation and results are no longer viable for the workforce development strategy. The modern-day worker understands that the performance and evaluation need to be converted in the right data sets, the old strategies fail to understand the development requirements and also evaluate the performance. The demand for a goal oriented, feedback focused on larger learning opportunities along with the self-driven approach solution for the HR vertical. The workforce today demands a standardized and data-driven performance evaluation that can target in-depth performance. It’s imperative that the employee can create a meaningful career plan for all the resources depending on the enterprise’s strategy for growth. Creating a meaningful plan can assist the enterprises to deliver improved performance with a resource that is strongly driven by the need to perform better.

Here are Certain Steps that can be Evaluated by the Enterprises.

1. Create, Apply and Track

Year-end performance reviews can surely be one such situation that can be totally discarded, it doesn’t reflect the actual opportunity of the modern workforce even creating certain antipathy towards the employees. Currently, 55 percent of the respondents felt that the performance development evaluation process is effective depending on the employee situation, while only 28 percent felt that the evaluation technique improve employee performance.  Aligning the evaluations and performance parameters based on the company’s growth and also towards the personal situations based on the health and financial condition. Implementing performance reviews can improve employee performance and also assist in developing a two-way communication. A review performance should be based much more towards laying the future development path that can improve the resource output. Many companies are implanting an e-learning platform that can assist the employees to improve their performance over the next quarter. Managers and Human resources can also evaluate during the next performance review, the impact of the new learning path.

2. Employee Engagement

Employee engagement increases when the employee is performing better than yesterday. Employee growth and engagement work completely in tandem, one grows because the other has contributed towards the evaluation. It’s up to the employer to implement the growth path by connecting the performance management initiatives and also the learning strategies. Performance and learning tools assist in evaluating the employee based on the 360-degree performance and even earn improved recognition. Employee engagement can still be a stiff barrier that needs to be evaluated with each quarterly change in the profession. The ultimate growth is the overall development of the employees that will directly improve the performance.

3. Improving Millenials Performance

Almost 40 percent of the current workforce comprises of the millennials that hold important positions, and by 2020 we will see at least 50 percent of the workforce comprising of the millennials. Career development and improvement in the learning curve are the key traits for the passionate, tech-savvy for all the millennials consisted workforce.  Close to 59 percent of the employees prefer a job that consists of strong training opportunities, yet currently, only 26 percent of the employee believes that the current company has invested enough in training the employee about the current job role.  Learning focused group is more stable and for them, it will be easier to start on the challenging projects that can assist the enterprise’s managers. One way many of the enterprises are attracting the young talent is through the promotion of the recruiting strategy. Younger generation cares greatly about the career advancements and also addresses different performance situations that will impact their future learning path. Supporting it with a blend of interactive and traditional content experience with a collaborative learning opportunity.

4. Training to Performance

One of the reasons many of the enterprises are actually implementing an end to end training process for all the employees, it would be evaluating different roles to be performed based on the position. It also assists in assigning the enterprises goals each according to each role to be performed by the employee. A strategical evaluating the training opportunities that can boost the competencies but also align the training program with enterprise goals. It’s also a vital opportunity that enterprises can actually double the number of employees with a single training program. We also saw a 147 percent increase in employee performance and engagement can be seen over the year.

To maximize the training effectiveness, turn the formal training opportunities like classrooms sessions with e-learning opportunities that can be accessed 24/7 by all employees. Formal training opportunities can be leveraged along with social and collaborative training opportunities to boost the fun-factor. The performance tool can assist to drive the effectiveness with the overall opportunities in the enterprise, it can also give the clear idea about the monitoring the progress and ensure all agreed goals that can be easily achieved.  When an employee thinks that enterprise is actually investing in their success, they will accept the complete opportunity. They will be innovative and also implement the newly acquired skills for the project. Currently, almost 28 percent of the employees feel that the managers should be holding them accountable for the position. The need for evaluation to be performance driven and frequent can assist the enterprises to be more goal oriented and focused towards the feedback based on the evaluation.

Conclusion

Performance and learning combined to provide the required solutions with employers and employees for the implementation of various solutions. To have a more challenges and innovative ways to provide the professional’s viewpoint on the HR solutions. Even the cloud-based tools assist the managers to apply the company goals directly with the requirements of performance.    Additional it’s imperative for the enterprises that new HR solutions can actually attract the millennials to improve the project implementation and close in the skill gaps.  Performance and learning are HR solution will challenge the status-quo of the enterprise but before they are implemented a planned solution can assist in improving the profitability of such solutions.

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