Accounting technicians scheme west africa
A.13.3 Benefits of Training and Development
Download 3.37 Mb. View original pdf
|
- Navigate this page:
- Improved Morale
- Provision of Human Resource Needs
- A.14 Performance Appraisal
- A.14.1 Methods of conducting Performance Appraisal
| A.13.3 Benefits of Training and Development An organization with a good training programme derives the following benefits ab Improved Performance on the Present Job: After a training programme, the employee’s level of performance on the job increases. b) Improved Morale: Training programmes help to increase the morale and job satisfaction of trainees. c) Reduction of Operational Problems: Training helps to reduce operational problems such as accidents, high labour turnover, poor customer service, waste and excessive maintenance costs. db Increased Productivity: By improving the standard of performance, quality of workmanship and morale of workers, training helps to increase production and hence, profits of the organisation. e) Provision of Human Resource Needs: The organisation fulfils its needs for certain type of skills without going out to recruit. f) Reduced Supervision: Well-trained workers need no close supervision – they need not be told what to do in every situation. g) Improved Services to Customers: Training exposes employees to new ideas and techniques, which help to improve service to customers and enhance the image of the organisation. A.14 Performance Appraisal Performance appraisal has to do with the process of monitoring an employee’s performance on the job and his/her potential for development. Activities often included in this function area) Developing and administering appraisal systems. b) Counselling employees on their career plans 205 A.14.1 Methods of conducting Performance Appraisal The appraisal methods currently in use include the following a) Descriptive essay Basically, this method requires the supervisor to write his impressions about the subordinate’s performance in a narrative form. bi Rankingb: In this method the supervisor compares each subordinate with his/her colleagues and ranks them in order of merit (using clearly defined job standards or criteria. c) Assessment by co-employees: Under this method, peers are made to assess their colleague’s performance. d) Rating Scale this is the oldest and most widely used of the appraisal systems. This system has four basic features i) A list of personality traits or qualities desired fora particular job is drawn up. Some of the desired traits and qualities often included in appraisal forms for staff are Job knowledge Quality of work Dependability organization of work Discipline Strengths weaknesses initiative, attitude to work, decisiveness, creativity, emotional stability leadership ability availability and punctuality. ii) Forms are designed to contain the personality traits. iii) The rater is supplied with these forms, one for each person to berated iv) The rater observes the actual performance of the employee and ticks off on the form the traits which describe exactly his work performance. In addition, the forms often include columns of job title, duties of appraisee, reasons for assigning specific ratings, current salary, present grade, age, qualification, courses being undertaken by appraisee details of absence and disciplinary actions taken against employee. Others are columns for signatures of employees appraiser, departmental head and chief executive. Download 3.37 Mb. Share with your friends:
|