School of Business/BBA Program

Course Code: BUS 301-03

Name: Nudrat Zaheen

ID: 173011078

Training and development

Employee training is an important HRM activity. As job demand changes, employee skills have
to change. There are few popular types of training that organizations provide to their employees.
Such as: professional or industry specific training, management or supervisory skills, mandatory
or compliance information and customer service training.

Professional or industry specific training: The directly industry based trainings such as:

1) Personal involvement in process of validation and production control. Which often rely
on sampling methods to determine production process validation or for checking
production lots for acceptance.
2) Risk of narrow thinking: Marketers working across sectors worry this could narrow
marketing knowledge and call out the need for a distinction between business-to-business
(B2B) and B2C marketing.

Management or supervisory skills: It requires technical skills, human relations, conflict

resolution, conceptual, decision making.

1) Technical skills: When an employee asks for your technical help and knowledge, you
should be able to deliver as their supervisor. Mentoring, and passing on your technical
skills are of great importance as a supervisor.
2) Human relations: It basically means the communicative skill. Which should be
perfected as they happen to help you to deliver the message or task to an employee
properly, as well as setting an example to the team members; it also maintains your
prestige as a supervisor.
 3) Conflict resolution: A supervisor has the ability to manage conflict well, issues come to
resolutions and making sure successful relationships are developed. A supervisor’s ability
to define and identify conflict kinds, causes, and methods for handling conflict. It can
improve the department’s or organization’s productivity.
4) Conceptual: Conceptual skill puts you on guard against such aimlessness as you move
through your career. Managers who have conceptual skills have the ability to think
creatively and understand complicated or abstract ideas.
5) Decision making: It requires: Better utilization of resources, business growth, facing
problems and challenges, achieving objectives, facilitates innovation, increasing
efficiencies, motivates employees.

Compliance information: Compliance information skills are: knowledge of industry

regulations, understanding of reporting operations and procedures. HR manager with compliance
information skills develop project objectives and collaborate with senior officers.

Customer service training: To enhance customer service skills to be integrated into daily work
activities. It makes employees work to effective customer service, and create a loyal, satisfied
customer.

Although employee training can be done in traditional ways, many organizations are increasingly
relying on technology-based training methods because of their accessibility, cost and ability to
deliver information.

Training methods: On the job, Job rotation, mentoring and coaching, experiential exercise,
workbooks/manuals, classroom lectures, CDs/podcasts, video conferencing, e-learning.

On the job: Learning how to do a task simply by performing them.

Job rotation: Working at different jobs in a particular area, getting exposure to variety of tasks.

Coaching: Working with an experienced officer who will be providing information,

encouragement.

Experiential exercise: Participating in role playing or face to face training.

Workbooks: Employees refer to training workbooks for information.

Classroom: Attending classes on specific topics to collect information.

CDs/podcast: Employees watch/listen to selected media for information.

Video conferencing: All the employees get together on social media platform for extra
knowledge form each other.

E-learning: Internet based leaning through researching on specific topic for knowledge.

Performance management and appraisals

Performance management and performance appraisal are two terms that are often used in the
field of the evaluation of employee efficiency. These two procedures differ in terms of their
concept and connotations.

Performance appraisal is the systematic evaluation for the individual with respect to his or her
performance on the job and his or her potential for development. It is a limited function in the
sense that it concentrates only on the evaluation from the past performances and it is usually
done once or at the most two times in a year. Employee performance appraisals usually have the
following things in common:

 Annual or semi-annual
 Uses a quantitative approach
 Based on an individual employee’s performance
 Can often affect compensation
 Typically a process is overseen by HR

The purposes of the performance appraisal are: Training and development, identification of
potential, promotion decision, compensation administration, work force planning, validation of
selection procedure.

On the other hand, performance management is what managers do to reach an organization’s

goals and compete successfully. It usually includes:
  Higher-level strategic business thinking
 Less likely to involve ratings or ranks
 Can use both quantitative and qualitative measures
 Not likely to be linked to compensation

It’s a continuous function in the sense that it is done in an on-going fashion to ensure that the
employees discharge their capabilities in such a way that targets are achieved in real-time basis.
Performance management steps are: work planning, monitor and adjust, midpoint review,
recognition, aligned, outcome. These help to develop clear job description and provide effective
new employee orientation.

Establishing Strategic pay

In strategic pay procedure the HRM explains job evaluation and techniques to find the worth of
the employee’s job and how to conduct their salaries. It can be conducted online and offline.

The process of establishing pay rates are:

1) Conduct a salary survey of what other employers are paying for comparable jobs. Salary
surveys can be formal or informal.

2) Determine the worth of each job in your organization through job evaluation. Job
evaluation aims to determine a job’s relative worth.

3) Group similar jobs into pay grades.

4) Fine-tune pay rates.