This would apply to all employees if their knowledge in a certain area is lower than expected and could affect their job performance, and then they could be put back on training specifically for that area. This would be a strong link between training and development and performance management, so the business can guarantee that all there employees are up to date with all types of training they need to perform effectively within the business. This knowledge could then be tested every six to twelve months so the business is sure that each employee has had fresh training. This should mean the business would be far more productive and the employees would work better together as they all will share the knowledge of the business. Also some businesses are recently treating the behaviour of employees as just as important as their capabilities.
This means that managers have to be sure they are employing staff that has the correct attitude and behaviour for the job. If they get this wrong in the recruitment and selection part of human resources, then it could lead to a lot of time and money being wasted through someone who doesn't have what it takes to do the job effectively for the business. If they employee someone with the correct attitude then this new person will come into the business with an added interest and this will motivate existing employees.
Performance appraisal is a process of evaluating performance systematically and of providing feedback on which performance adjustments can be made. After a period of time working in a job, Boots may appraise the employee. This is an attempt by the business to find out the qualities, usefulness or worth of its employees. Boots can use appraisal to:
- Measure past job performance accurately
- Provide feedback
- Increase motivation
- Identify training needs
- Identifying potential for promotion
- Award salary increases
- Define the experiences that an individual will need for their ongoing development.
These development experiences should improve job performance and prepare the employee for future responsibilities
Assess the effectiveness of the selection process
Many appraisal schemes have been linked to performance appraisal . This involves observing, measuring and developing the performance of employees. Performance can be measured against criteria's such as output, quality and speech. Boots operates some form of staff appraisal or staff development scheme. Common stages of staff appraisal are as follows:
1) The line manager meets with the jobholder to discuss what is expected. The agreed expectations may be expressed in terms of targets, performance standards or required job behaviors- attributes, skills and attitudes
2) The outcome of the meeting is recorded and usually signed by both parties
3) The job-holder performs the job for a period of six months or a year 4) At the end of the period, the job-holder and line manager or team leader meet again to review and discuss progress made. They draw up new action plans to deal with identified problems such as more training and agree targets and standards for the next period.
