8.Training & Development on Employee Performance
Defining Employee Performance
There is no doubt in it that employees are the building blocks of an organization. As put forward by Hameed & Waheed (2011), the most value adding possessions (assets) available to any firm, business, or organization are its workforce. The performance on part of the workforce is the driving force behind the survival of any business firm. Further, they are of the view that well performing employees contribute to the efficiency and success of the organization. So, performance is crucial for the organizations and making strategies to improve performance and measuring it from time to time are a basic step that is to be taken. Without desired performance results, it is of no use continuing to invest in processes and projects. If we define employee performance then we may say that “the set of employee behavior, results, and outcomes that come after completing the job tasks using certain competencies and that are measured through different metrics constitute employee performance.” Two types or dimensions of performance are being given by Aguinis (2006): Tasks Dimension of Performance (includes all those work activities that allow the completion of tasks in a job); Contextual Dimension of Performance (includes all those behaviors that make an employee act responsibly toward the organization).
Indicators of Employee Performance
Determinants of employee performance are those competencies or factors that are used to measure the effectiveness and level of individual performance. These are the indicators of workforce performance in any organization. The indicators of performance as given by Aguinis (2006) are: procedural knowledge, declarative knowledge, and motivation. These are the constituents of performance and their product is equal to performing well i.e. 𝑴𝒐𝒕𝒊𝒗𝒂𝒕𝒊𝒐𝒏 × 𝑫𝒆𝒄𝒍𝒂𝒓𝒂𝒕𝒊𝒗𝒆 𝒌𝒏𝒐𝒘𝒍𝒆𝒅𝒈𝒆 × 𝑷𝒓𝒐𝒄𝒆𝒅𝒖𝒓𝒂𝒍 𝒌𝒏𝒐𝒘𝒍𝒆𝒅𝒆 = 𝑷𝒆𝒓𝒇𝒓𝒐𝒎𝒂𝒏𝒄𝒆. It is important to know that motivation refers to the degree of hard work inserted into the job and the level of contribution toward achieving the goals; declarative knowledge is inclusive of the knowledge about different guiding principles, procedures, particulars and the job responsibilities; procedural knowledge is to know the way of doing the job properly and the skills required to perform the job e.g. technical, functional, and cognitive skills. Any one of these determinants equal to zero results in zero performance. It is not like that no performance exists in such a case, but actually the contribution of performance in producing results becomes zero. On the other hand, Hailesilasie (2009), in his study about determinants of public sector employees’ performance, has declared motivation and awareness about job roles as the determinants of employee performance. Moreover, in a lecture, available online at zeepedia.com (n.d.) for human resource management via VU (Virtual University) courses, the determinants for employee job performance are mentioned as: readiness of an employee to carryout job tasks (willingness to perform), an employee’s individual capability to do the work (capacity to perform), and the encouraging conditions available to do a job (opportunity to perform). According to the view of Glaveli & Karassavidou (2011), providing training and learning opportunities, innovation, and cost reductions stimulate performance. together with these the competencies gained during training and development have a dramatic impact on job performance if transferred properly. Khan et al., (2011) also declared training to be greatly impacting employee performance.The biggest issue that has been observed in failure of training programs in organizatons and particularly in finance and banks is the inability of the employees to not to apply at the workplace what they learned during training sessions.
Conceptual Model
References
Afaq Ahmed Khan . (2016). Impact of
Training and Development
of Employees on Employee
Performance through Job Satisfaction: A Study of Telecom Sector of Pakistan. Business Management and Strategy, 30-46.
Actually, This is a Nice Article Chamath, So, according to my opinion every employer should promote their performance with the help of proper training and development. It helps to manage and face Company goals and objectives.
ReplyDeleteYes Dasun, Consistently, companies are investing on their internal customers or employees thus taking advantage of the human capital management.
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