TRAINING,

PERFORMANCE
APPRAISAL AND
REWARD
SYSTEMS
TRAINING
• It is the vital part of the human resource
development.
• Training is required not only to impart necessary
job skills but also for preparing them for the
physically demanding jobs.
• Training is also necessary for the individual
development and progress of the employee, which
motivates him to work for a certain organization
apart from just money.
Two biggest factors that
contribute the need of
training in organizations:
–CHANGE
–DEVELOPMENT
Types of
Training
1. Technical or Technology
Training
–Technical training is a type of
training meant to teach the
new employee the
technological aspects of the
2. Quality Training
–Quality training refers to
familiarizing employees with the
means of preventing, detecting,
and eliminating non-quality
items, usually in an organization
that produces a product.
3. Skills Training
–Skills training, the third
type of training, includes
proficients needed to
actually perform the job.
4. Soft Skills Training
–Soft skills refer to personality
traits, social graces,
communication, and personal
habits that are used to
characterize relationships with
other people.
5. Professional Training
–Professional training is a
type of training required
to be up to date in one’s
own professional field.
6. Team Training
–The goal of team training is to
develop cohesiveness among
team members, allowing them
to get to know each other and
facilitate relationship
7. Managerial Training
–The training for
someone who is ready to
take on a management
role.
8. Safety Training
–The type of training that
occurs to ensure employees
are protected from injuries
caused by work-related
accidents.
Techniques in training
•Have a timetable
•Break down the job
•Have everything ready
•Have the workplace properly
arranged
Four steps of a training
program
•Prepare the worker
•Present the operation
•Try out performance
•Follow-up
TRAINING
METHODS
•Induction Training
–Induction trainings help new
employees to get acquainted with
the work culture and fellow
workers.
–Induction trainings need to be
short, crisp but informative.
•Refresher Training
–Refresher trainings are designed
for existing employees to refresh
them and also help them acquire
new skills and technologies to
keep pace with the changing
times.
•On the Job Trainings
–On the job trainings are given
to employees along with their
jobs itself and make them
capable to handle bigger
responsibilities.
–On the Job trainings are
imparted by any of the
following methods:
»Coaching
»Job Rotation
•Off the job Training
–Off the job trainings
are given outside the
workplace.
–Off the Job trainings are
provided by any of the
following methods:
»Seminars/Conferences
»Simulation Exercise
»Vestibule Trainings
Performance
Appraisal
Performance Appraisal is the
systematic evaluation of the
performance of employees and
to understand the abilities of a
person for further growth and
development.
Advantages of Performance Appraisal
•Promotion
•Compensation
•Employees Development
•Communication
•Motivation
Use of Performance Appraisals
Feedback to employees
Self-development
Rewards system
Personnel decisions
Timing and development
METHODS OF
PERFORMANCE APPRAISALS
It is divided into two
categories:
Past Oriented Method
Future Oriented Method
• Past Oriented Method
Rating Scales
Checklist
Forced Choice Method
Forced Distribution Method
Critical Incidents Method
Behaviorally Anchored Rating Scales
Field Review Method
Performance Tests &
Observations
Confidential Records
Essay Method
Comparative Evaluation Method
(Ranking & Paired Comparisons)
•Future Oriented Method
360-Degree Feedback
Psychological Appraisals
Assessment Centers
Management By Objectives
Performance Appraisal Biases
• First Impression (primacy effect)
• Halo Effect
• Horn Effect
• Central Tendency
• Personal Biases
• Spillover Effect
• Recency Effect
REWARD
SYSTEMS
The responsibility of
management for getting
effective results obviously
include task for establishing
equitable reward systems.
•EXTRINSIC REWARDS
–The obvious and natural choice of
any reward system is the provision
of monetary incentives.
•satisfy basic needs: survival,
security
•Pay, conditions, treatment
• INTRINSIC REWARDS
–This is the desire and aspiration of an
individual to become what one is capable of
becoming; to maximize his potential and to
accomplish something that is worthy of
recognition.
• satisfy higher needs: esteem,development
•recognition, awards
Six distinct employee types based on
reward preferences:
• Award Seekers
• Nesters
• Bottom Liners
• Freedom Yearners
• Praise Cravers
• Upward Movers
Qualities of Effective Reward System
•Performance based
•Transparent and predictive
•Need based
•Unbiased
•Competitive