This paper presents a structured performance management training program designed to help organizations address underperformance and build employee capability. It outlines SMART objectives for the program, describes key training methods including induction, refresher courses, and off-the-job training, and explains the rationale grounded in human resource development theory. The paper also details instructional approaches, a tentative training outline covering planning and managing performance, required training materials, and both short-term and long-term evaluation strategies. Together, these components provide a practical framework for HR professionals and supervisors seeking to implement effective, measurable performance management training.
Having nonperforming employees can be frustrating for any organization. As an employer, it is therefore necessary to ensure that your employees receive the training and development they need to improve their performance in assigned duties. Effective human resource planning is important because it ensures that training needs are met individually and collectively, and that performance levels are well managed. Human resources is a critical aspect of the employment relationship (Douglas, 2017).
The following objectives guide this performance management training program:
Induction Training is given to new employees to help them feel that they are part of the organization. No employee should be expected to deliver results on their very first day. They must be welcomed so that they feel comfortable and motivated to work. Consequently, the induction program must be designed sensibly. New employees should not be overwhelmed with too much information at once, as this may discourage them from returning. A well-planned induction helps them become acquainted with their colleagues and the workplace culture. The induction method should be kept short and informative (Juneja, 2014).
Refresher Courses are designed to help existing employees acquire new technologies and skills so they can keep pace with ever-changing technology. They help employees cope with new changes and equip them with the skills required to handle greater responsibilities (Juneja, 2014).
Off-the-Job Training is training provided outside the workplace (Juneja, 2014). This type of training may be delivered through the following approaches:
"HRD theory and instructional delivery approach"
"Session-by-session content covering planning and managing performance"
"Short-term feedback and long-term action planning methods"
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