UNITY UNIVERSITY

DEPARTMENT OF BUSINESS ADMNISTRATION

MBA PROGRAM

ASSIGNMENT ONE
COURSE TITLE: - HUMAN RESOURCE MANAGEMENT
COURSE CODE: -

BY: - HANA TESHOME

ID: - 0416/22 SECTION 1

SUBMMITED TO: - Dr ABEBE

JUNE, 2022
ADAMA, ETHIOPIA
 Training & Development

Training and development involve improving the effectiveness of organizations and the individuals and
teams within them.[1] Training may be viewed as related to immediate changes in organizational
effectiveness via organized instruction, while development is related to the progress of longer-term
organizational and employee goals. While training and development technically have differing
definitions, the two are oftentimes used interchangeably and/or together. Training and development
have historically been topics within adult education and applied psychology but have within the last two
decades become closely associated with human resources management, talent management, human
resources development, instructional design, human factors, and knowledge management.[1]

Training and development refer to educational activities within a company created to enhance the
knowledge and skills of employees while providing information and instruction on how to better
perform specific tasks.

Training is a short-term reactive process meant for operatives and process while development is
designed continuous pro-active process meant for executives. In training employees' aim is to develop
additional skills and in development, it is to develop a total personality.

In training, the initiative is taken by the management with the objective of meeting the present need of
an employee. In development, initiative is taken by the individual with the objective to meet the future
need of an employee.

It is a systematic process of changing knowledge, skill, behavior and or motivation of employees to

improve their performance on the job as per the aims and objectives of the organization

It should facilitate introduction of newer technology, new work methods, innovations and all-round
enhancements of productivity and quality of products and services.

Transfer of new knowledge and skills depends on how the training is designed, delivered and,
moreover, how the manager measures its effectiveness.

Performance appraisal
A performance appraisal, also referred to as a performance review, performance evaluation,[1] (career)
development discussion,[2] or employee appraisal, sometimes shortened to "PA”, [a] is a periodic and
systematic process whereby the job performance of an employee is documented and evaluated.
Performance appraisals are a part of career development and consist of regular reviews of employee
performance within organizations.

Performance appraisals are most often conducted by an employee's immediate manager or line
manager.[3] While extensively practiced, annual performance reviews have also been criticized [4] as
providing feedback too infrequently to be useful, and some critics argue that performance reviews in
general do more harm than good. It is an element of the principal-agent framework, that describes the
relationship of information between the employer and employee, and in this case the direct effect and
response received when a performance
Performance appraisal is a process for evaluating and documenting how well an employee is carrying
out his or her job. It is part of a company's performance management system. Performance appraisals
are based on the employee's progress against goals set once a year with his or her manager.

he regular review of an employee's job performance and overall contribution to a company. Also known
as an annual review, performance review or evaluation, or employee appraisal, a performance appraisal
evaluates an employee's skills, achievements, and growth, or lack thereof.

The performance assessment often includes both the core competencies required by the organization
and also the competencies specific to the employee’s job.

The appraiser, often a supervisor or manager, will provide the employee with constructive, actionable
feedback based on the assessment. This in turn provides the employee with the direction needed to
improve and develop in their job.

Based on the type of feedback, a performance appraisal is also an opportunity for the organization to
recognize employee achievements and future potential.

British International School (BIS) and Training & Development and Performance
Appraisal
BIS is a private international school which is found in Addis Ababa Ethiopia. As it is an international
school the school community includes student from more than 54 countries of the world. BIS has two
campuses one is found around Bole and the other is found around Gerji. BIS has a practice of hiring both
local and foreign teachers; most of the teachers have first degree in different fields including
engineering, computer science, applied sciences and other teaching related fields and few have second
degree. BIS train with qualified foreign teachers during the winter month, when new teachers come in.,
it also trains them to develop their technical skills. this is because students in the upper kg are expected
to record their home reading and parents to keep in touch with teacher. BIS (British international
school) during the winter, the teachers are trained by foreign nationals to improve the teaching process
every year. Also, during the summer, they gather the teachers at the beginning of the week and give
training on how to improve the teaching process from the previous week. And this training includes
everything from teacher to cleaner. And twice a year or once in six months, the best of each sector is
awarded.

When they evaluate their employee, the head of the school comes to the class every week and
evaluates the teachers, how they teach, and evaluates the teaching process by looking at the students’
notebooks. Also, once a year, the students prepare and present the program they have learned
throughout the year. In addition, the teachers will evaluate how much they have taught and how many
qualified students they have produced.