Integrating job performance training and employee retention strategies

Job Performance Training

Performance Management

Over the many past years, performance management has been realized to being a very critical business tool for many organizations that have yet seen their success ambitions make a break. Every management team responsible for implementing as well as maintaining performance management systems must be able to realize its potential and commitment to successful results (Robert & John 2011). This paper tends to discuss some of the headliners binding performance management, to be specific; challenges facing performance management solutions, integration of job performance and learning or training processes, initiatives of improving employee relations, as well as techniques of Improving employee performance and retention.

Integrating job performance and training

Building a performance support system reduces the need of training through proving of decision tools, information as well as performance aids. Through this, human weaknesses are compensated for, and strengths are enhanced through the same process. The performance support systems can be procedural guidance, help and advisory systems, software applications, simulations and anything else that leverages performance through training (Tilaye 2006). Since they are for procedural, as well as administrative job descriptions, they can be beneficial for management and professional work.

In order to integrate training experience and job performance, it should be looked at that the work is understood well. One can do this by directly observing and talking to people, using tools appropriate for analysis one call try thinking like the performer. When one learns how to properly use the many analysis tools, he builds the learning into a job with little burden imposed on the trainee (employee). Job analysis efforts can be sometimes time wasting and cumbersome, but it offers a good mental model for examining a process for learning and improvement opportunities.

Linking information and learning into a job is also another strategy used to integrate job performance and training. A trainer should identify key processes in a business and use process phases to inject relevant learning resources into the employee's leaning experience. Knowledge leverage points (where information is needed for optimal performance) in the business processes should be identified and embedded in relevant resources used in training.

Organizations should employ leaning by action for professional development and management. Action learning involves teams learning from experience essentially applying to personal effectiveness. This technique integrates training and work in that it brings immediate effect in terms of meaning and context learning and at the same time improves real time performance. Skilled leaders, high performance and solving urgent problems are some of the results of action learning.

The use of organizational learning practices transforms individual through practicing activities of a tangible nature, which in turn, changes the way the individuals run their work. This shapes culture and performance regularities within an organization. Full range solutions for performance upgrade is geared by the fact that learning and performance adopt more informal learning solutions, which comes as an advantage of using organizational learning initiatives with the aim of integrating training and job performance.

Improving employee performance and retention

Managerial staff of every organization should objectively set and follow up employee expectation putting to consideration any potential problems that may arise in the organization's framework. Human resource management team should, therefore, develop solutions and procedures that would otherwise be an answer to problems when they arise. By doing this, challenges faced by any organization will be solved before it matures to being a major obstacle in employee performance.

Provision of a safe training and working environment has proved to be one of the best initiatives developed to improve performance of members of any business organization. Unsafe environment will halt employees from optimizing their potential since they will always be worried of their well-being i.e. getting hurt and becoming sick. These causes lose of focus by the members in question. If possible, it is recommended that businesses develop their own safety procedures custom designed to fit the job descriptions in the business firm.

Teamwork is also an important aspect in leveraging employee performance in the work place. The managerial staff should let employees know their tasks are or what the common task is, this will allow them to pull their resources together in order to establish or accomplish what needs to be done through team work.

One of the key factors in ensuring a successful business is the establishment and follow -- up of procedures and policies, which should be overly maintained by the concerned authorities. Such procedures are written in order to prevent any mistake from cropping up. Polices and procedure manuals have got their own benefits some of them being. This is through time saving, prevention of mistakes, ensuring quality and consistency in the work place just but to mention a few. Written procedures also cover for any employer -- employee disagreement that could rather occur within the workplace.

It is in most managers' wish list that his employees exhibit loyalty in the work place. This attribute, however, will only be accomplished on the essence of mutual trust, for an employee to be trust worthy; the employer must in return trust his employee. This forms the basis of establishment of an employee loyalty program. Employer -- employee loyal relationship will leverage productivity in any workplace and in turn, boost performance management practices (Kristen et al. 2006).

Employee evaluation is another initiative employed in boosting employee performance. Regular observation of employees while working and taking the time to recognize them for their good performance boosts the confidence of the members, though it is also advisable to give necessary correction in any mistake made. The credits given to workers for their work well done should be fully sincere.

Improving employee relations

Direct contact between employers and employees has instant impact on employee relations. Periodic contact between the employer and his employee encourages morale and respect builds up; when the contact goes overboard, any relevant chain of command that might have been established might be undermined. Any boss can create employee contact by participation in occasions organized by employees, having regular chats with employees among others.

Establishment of employee support programs helps promote employee relations within an organization. In order to balance work and family needs, employees need and want assistive procedures since they also have lives outside work. This fact is required to be understandable by every employer. By doing this, a good relationship is established between an employer and employee.

Employees always want to have the greatest possible achievements personally and professionally while pursuing their careers. This calls for the organization budgeting comprehensively for training programs to be offered to their employees. Through the provision of management or skill -- based training, one sends the message that the interest of any employer being successful is put into consideration. This greatly plays a role in promoting employee relations.

Employee recognition plays an important role in improving employee relations since employees want to be recognized for their goo performances at work (Tephane 1999). Teamwork and the spirit of entrepreneurship offer advantage through strategies formulated to link job performance and rewards. Regular observation of employees while working and taking the time to recognize them for their good performance boosts the confidence of the members, though it is also advisable to give necessary correction in any mistake made.

Two-way communications between the employer and the employee is essential and so it should be effectively established. Failure to establish this communication might lead to the creation of dissent, ill -- will and a wide range information void is created. Managers should communicate the effectiveness and involvement of activities to their employees in order to avoid such from occurring. Communication gives the employee a sense of belonging and recognizes the organization as his family of trustees.

Employee relations can be ensured through participating employees in the organizations dealings. This assures employees and active involvement in productive operations, which is what many want. The creation of employee participation groups or teams allows interaction between employees and as well, it links them more to the organization. This would constitute a good bit in an employee relations program established in an organization.

Conclusion

Opinions or suggestions and concerns tabled by employees should be given priority by the managers concerned. It is important to give feedback to employees on any concerns raised by members (John & Graham 2005). Several mechanisms can be established to dig information on what employees care about, what their concerns are and even their opinion on you as their employer e.g. By conducting an employee opinion surveys. This also plays a role in fair treatment of employees. Every person has to be treated with no discrimination while at work; what is done for one should be done to the other employee to avoid unintended favoritism.

Performance management has over the time been critical business tools for many organizations that have yet seen their success ambitions make a break. Performance management on the other side requires hard work in order to realize its returns. Every management team responsible for implementing as well as maintaining performance management systems must be able to realize its potential and commitment to successful results.