Integrating Training and Development Strategies Order Instructions: how integrating training, development, and individual/organizational learning strategies with performance management could help overcome the implementation challenges
Write about how integrating training, development, and individual/organizational learning strategies with performance management could help overcome the implementation challenges in the essay which sent by mail.
In your discussion, consider what new challenges could arise, and how these might impact employee engagement, capability and performance
Researching and summarising additional scholarly and professional resources and how these might be useful to leaders responsible for integrating training and development with performance management
Integrating Training and Development Strategies Sample Answer
Performance management refers to all activities by the management to ensure that the set goals and objectives are met within time. It mainly focuses on the main areas of management that include departments, employees, the entire organization or new product development. However, performance management faces many challenges in its implementation. It applies in all areas of life including interactions in social places like schools. The benefits are that there is effective service delivery among the people involved (Van Dooren, et’ al,.2015). The outcome might be positive or negative depending on the way the people involved take it, however, a nice performance management strategy should include all the people involved.
Training of employees and motivation in alignment with the performance management helps the management in various ways. The organization gains from direct financial gains. The level of returns is sure of good outcomes in the future. The company will experience growth in sales while reducing organization costs. Fewer project overruns are experienced with an alignment with direct top management goals (De Waal, A.2013). The management cost is reduced given that the time was taken to create strategic changes takes a short time to communicate. It also facilitates a motivated workforce. This is as a result of optimization of incentive plans to suit overachievement. The employee engagement is improved as everyone understands what to do. This results in transparency in the achievement of goals.
With an effective training program, there is improved management control. The employees will be responsive and flexible to the needs of management. Auditing and other legislative requirements plus communication of strategic goals are easy. This is facilitated by a well-documented communication process (De Waal, A.2013). However, with the improving level of technology and the changing employee behavior, performance management faces many challenges arising as discussed below.
There is a lack of integration and performance management needs to be achieved in an integral manner. This, therefore, affects the communication process. The design challenge is also a key challenge. This is because it makes hard to communicate in a designed manner given that there is no good communication flow from one level of management to another. The leadership can also fail to give support resulting in low employee morale. This can lead to very low employee motivation and thus low production. A failure can also arise during the implementation process (Van Dooren, et’ al,.2015). Changes in performance management need to be handled strategically. Incompetence and lack of rewards also greatly affect how employees react to performance management and can affect the achievement of goals in the long run. Employee performance management is seen to be the most important factor in achieving the set goals of any organization and should then have a big value.
Integrating Training and Development Strategies References
Van Dooren, W., Bouckaert, G., & Halligan, J. (2015). Performance management in the public sector. Routledge.
De Waal, A. (2013). Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan.
