Good Practices in Performance Management

It is none other than employees whose effective performance directs the organization clearly ahead of others (Smith cited in Armstrong and Baron 2005). The efficacy of an organization is seen as the contributions made and the value added by its employees towards the achievement of its objectives, which is measured through reviewing the performance of the employees (Nankervis and Compton 2006). Lansbury (1988) points out that the evaluation of the performance of the employees helps the organization identifying their performance strengths and weaknesses and thereby achieving the organizational goal through taking actions to develop their work performance. So, in order to be a successful organization, Managing Performance well has become a pre-requisite (Boxall and Purcell 2003). Continue reading


Importance of Training Needs Analysis to the Effective Design of Training Activities

A sound Training Needs Analysis 

is very crucial to the effective of training activities (Arthur et al. 2003). The authors point out that it is imperative to understand what are the organizational needs, what are the requirements to be fulfilled, what will be the contents of the training, who needs to be trained, which are indispensable for designing the training programs effectively. Buckley and Caple (2007) indicate that TNA makes it possible to identify employees’ current and future needs and help design training programs that fit and satisfy their needs. Continue reading

The Importance of Job Analysis in Performance Management

Job Analysis holds information relating to the different aspects of the jobs and it provides information regarding what activities to perform in a particular job, gives an indication how to perform them, the skills and responsibilities to assume in order to perform them well and its impact in achieving the individual and organizational performance expectations (Hong and Lin 1995; McCourt and Eldridge 2003). Continue reading