Training & Development

Training & Development

Introduction

Business world is changing, companies need to grow sustainably with new challenges and take advantage of rising opportunities. In addition, they are under pressure to improve their performance continuously.  The performance improvement is a process that consists of achieving the desired results at organizational as well as individual level. The purpose of the performance improvement is to provide high quality and durable health services. The results which are achieved through a process takes into the account the institutional context, which describes the desired performance, identifies gaps between desired performance and actual performance, identifies root causes, selects interventions to close gaps and measure changes in performance.

The overall purpose of conducting a Coaching and Performance Improvement Analysis objective was to develop a Model of Human Performance Assessment within the company to determine the level of efficiency of each individual and to make decisions and develop personnel policies in order to achieve administrative efficiency and productivity. However, the specific objectives of this analysis are to diagnosis the characteristics of current performance evaluation of the employees (Sichtmann C., Selasinsky M., & Diamantopoulos A., 2011, pp. 4).

Problem

The problem which exists is the decline in the performance of the employees due to lack of training and availability of innovative and advanced technologies which requires training of the employees. Moreover employees have become de-motivated which directly affecting on the production, quality of work and interaction with staff and security in this recession, where company wants to reduce their expenses, instead customer complaints are increasing.

Discussion

The effective development of performance evaluation should be prioritized high for the office administration and human resources, bearing in mind that this is not an end. Nevertheless this means to help n employees in achieving the best level of performance of company's Human Resources. The success of this process depends a lot on staff and line managers in order to identify those strengths and weaknesses which are presented in the field of Human Resources.

Performance evaluation is the responsibility of line manager and is carried out with the advice of the Chief Administrative and Human Resources, who will train and advise the General Manager, heads and other staff area before, during and after the of evaluation (Hutchins H. M., Burke L. A., & Berthelsen A. 2010, pp. 599).

While there is no consensus on how often they should be evaluated on the performance, this depends according to the workload and different activities which decide that the company is suitable for performance evaluations twice a year replacing informal assessments which carried out on monthly bases. In this case, there are two semi-annual assessments, the assessment being made ??at year end, the formal annual valuation is recommended to run in any organization (Puhakainen P., & Siponen M., 2010, pp. 767).

The main areas of surveillance targets to consider for the evaluation of company performance are shown in the following table.

AREA

OBJECTIVE

Production

Supervision of at least two projects per area manager.

Quality

Reduce the number of complaints to 5% with respect to the finished works of those ...