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WEEK 5: Training, Career Development and Performance Management

At first glance, Week 5 content spans two seemingly disparate functions - developing training and assessing employee performance. The processes are defined and presented sequentially in your text. In reality, the functions are more closely related than they seem in the sense that assessing performance could identify a need for training, couldn't it?

We continue this week to reflect on what I refer to as HR-specific topics which require an HRM develop very specific skills. Very much like employee recruiting, employment law, and developing robust compensation packages, designing employee training and career development programs and performance management are the focus of courses, seminars, HR certificates, and much research. These topics are stand-alone entities and they require very specific skills of an HRM. This week we'll be looking at the training and development (T&D) function and exploring career development programs. UMGC offers HRMN 406: Employee Training and Development for a more focused study of this function.

We will also be looking at performance management. Today, more organizations are implementing performance management processes, which does include a performance appraisal function, but is simply a small component of the entire performance management system. Performance reviews are viewed as an opportunity for employee growth, so they should be aligned with training and career development plans. It's our responsibility as HRMs to communicate with employees and ensure they understand how well they are doing in their jobs, and the strengths and the weaknesses of their job performance. During the review, we want to ensure the employees have a clear understanding of steps they can take to improve their performance (which can include training interventions). And last, but certainly not least, we want to ensure the employees clearly understand how their performance aligns with the strategic mission of the organization and contributes to the organization's bottom line. UMGC offers HRMN 400: Staffing, Recruiting, and Performance Management for a in-depth study of this function.

Q:Why do you believe organizations invest in training and career development programs for employees? How does the organization benefit? How can training and development support an organization's strategic goals? Why should HRMs focus on the career development of employees? Use the articles and resources provided to support your ideas.