Performance Management System And Human Resource Management – A Case Study Of XYZ Bakery

Introduction to Performance Management System in Human Resource Management

In human resources management, a performance management system is a tool used to identify and analyse the employees’ actions or performance in the organisation to achieve its full effectiveness and maximum productivity (Tweedie et al., 2019). As in this case study of organisation XYZ bakery, it is mandatory to introduce a performance management system for the employees and build a model or a way to manage the staff of this organisation more effectively to achieve the desired results. This reflection, which reflects the whole experience, will include three major steps: design, delivery, and evaluation. For this purpose in this report, the B&C training model is used to analyse all the steps in the training cycle and link them with the theories of human resource management and its role in the organisation for the growth of the employees and the organisation itself. The reflection also discusses the concept of performance management system PMS which is linked with all these stages of the B&C training cycle model  for its maximum efficiency and its successful implementation in the organisation XYZ bakery, which is struggling to match the desired demand of the product and to manage its human resources (Armstrong, 2020).

The B&C 8 step model plays a major role in implementing the theories of human resource management in the growth of the employees and reviewing the actions and the performances of the employees in the organisations such as organisation XYZ bakery. I have often observed the importance of the training cycle in evaluating these strategies and methods that the trainees designed for their employees in the management of the human resource of the organisation XYZ bakery. The HR interns of the organisation XYZ bakery used this training theory to measure the growth and improvement in the existing employees of the organisation and to adopt a method by which the department of human resources in this organisation can be expanded to its maximum efficiency and can be improved to compete and meet the demands of the consumers which is on the rise. The training needs of the employees can be termed as the desirable workplace or a comfortable working environment in which they want to work and have a good and healthy relationship with all the colleagues of the organisation.

The learning and development process of the employees in all the organisations worldwide is a continuous program that the human resource managers conduct to improve the productivity and efficiency of the employees on the work by applying various techniques and methods in innovative ways (Michael, 2019). All these training and development programs are made to enhance the performance of all the employees in the organisation so that the organisation can gain from their outputs in the most profitable manner. All these methods and concepts used in the training and development programs in the organisations are deeply study, tried and tested methods from previous big organisations worldwide. They were built with the help of the extensive research done by the scholars keeping in mind the behaviour of the employees in the organisation and their actions during the work. Also, the training and development of the employees in the organisations are necessary with the changing environment worldwide, leading to the change in the other factors (Kumar and Kapoor, 2019). These factors not just affect a particular group in the organisation but also impact all the employees in the organisation, which directly affect their performance and their growth in the organisation’s work.

This stage of the training cycle is very important as after the identification of the training needs of the employees in the organisation XYZ bakery. The next and foremost step is to determine a method by which the training sessions of the employees will be designed and how they will be implemented in the organisation for their successful completion and the maximum effect on the employees in a positive manner (Boudlaie, 2020). There are various options for the human resource manager for the organisation’s training program under the performance management system PMS.

All these decisions of designing the training program in the organisation involve various activities that have to be conducted for the employees and equally or the reviewing method or the method for checking the employees’ progress under the training program. Also, it is insured under the training program that the design of the training under the performance management system should be linked with the other training programs conducted for the employees to build a logical relationship between them and to get the desired and maximum output from the training programs in the organisation XYZ bakery (Jewell, Jewell and Kaufman, 2022).  I experienced that under this stage of the training cycle which is designing of the training program under the performance management system PMS requires a good amount of skills with a creative mind. It helps to include new and effective techniques or methods of designing so that the employees under the program can be benefited at its maximum point and can grow their skills in the organisation easily.

The human resource department in an organisation is a vital part responsible for the number of employees and the management of all the employees in the organisation for their maximum efficiency and productivity (Hecklau et al., 2016a). The PESTEL analysis, which is a political, economic, social, technological, legal and environmental analysis of the human resource department of an organisation, is overall a process that is conducted by the department daily to acquire new talent in the organisation. All these factors, such as the impact of advanced technology or the changes in the tastes and preferences of the consumers, highly affect the employees of an organisation to work in such a way to meet the demands of the company. This tool of PESTEL analysis is also important as it gives an idea and helps to forecast the needs of the training of the employees according to the change in the other factors, whether it is internal or external in the organisation (Hecklau et al., 2016b).

In this particular stage of the training cycle, the actual and practical work regarding the activities for the employee’s training are performed. After the previous two stages, which word identifying the needs and designing the training program, this stage is responsible for the actual activities conducted on the ground and to monitoring them according to the needs and demands of the employees in the organisation (Taylor and Driscoll, 1998). I was able to analyse the training needs of the employee’s by identifying the improvements or flaws in the current training process, which directly helped to perform more in the organisation. The approach which was used for the training needs analysis and for the Designed Integrated Training Analysis (DITA) under which the first and preliminary step is to identify and record the areas where the employees need to improve. After that accordingly the activities are framed that will be conducted for the employees especially for the improvement of the training process to make it more productive and efficient so that they can directly contribute in the organisation by their work. The TNA also involves qualified personnel with expert skills in this domain to work properly on the analysed training and development areas of the employees in the organisation to make it a successful implementation.

Training and Development Programs in Organizations

The learning objectives in the training session of the employees play a very important role. These learning objectives are responsible for describing the learning outcomes from the training sessions conducted for the employees reviewing the employee’s performance during the session, and overcoming them if any improvement is needed (Wallo et al., 2020). The learning objectives of the training sessions not only help the assessor but are also helpful for the employees to examine their strengths or weaknesses during the training session and allow them to analyse them.

 It also helps to improve them in the best way possible for further growth in the organisation and the human resource development overall. In this particular stage of writing learning objectives of the training sessions, I identified and analysed the training methods used for implementing the employees and was also useful for improving them in my overall performance in the organisation. Also, during this stage of writing learning objectives, I was able to identify and analyse the learning outcomes from the training and development sessions conducted for the employees in the organisation. It helped to further improve the performance of the employees and allow them to give ideas more creatively in the organisation to contribute more individually from the workplace. Also, writing learning objectives in advance for the training and development sessions for the organisation’s employees gives a competitive advantage to that particular organisation to get the maximum possible outcome from the employees and with the maximum efficiency possible.

This stage is particularly directed towards choosing the right method or technique for the training sessions of the employees which should be effective and productive by which all the employees that are part of these sessions of training could be benefited from these. It also helps to improve further after identifying and analysing their strength and weaknesses in the organisation while working (Manzoor et al., 2019). Kolb’s experiential learning model is the most suitable training option for this training and development session. This model includes 4 major domains or activities during the training session: concrete experience, observation and reflection, abstract conceptualisation, and active experimentation. This particular model was developed in 1984 as a unique and innovative learning style in human resource management and for the training and development of the employees. Under this model, there are four stages of the training session conducted for the employees to achieve the maximum desired results or the maximum output from these sessions.

Through this model, the employees of the organisation can analyse their performance hand in hand and can also work on the areas which will lead them to greater opportunities in the organisation. In Kolb’s experiential learning model, firstly, a training session is conducted to provide a wider range of new experiences to the employees to gather more information and skills through that particular training session. Secondly, from these training sessions, the difficulties faced by all the employees from gaining new experiences and understanding the training session particularly. All the flaws in gaining experience and understanding these particular sessions from these experiences are improved, and work is initiated on those concerns for the employees. Third, by gaining new experiences and understanding from these sessions, employees can now innovate and generate new unique and suitable ideas for implementing in their specific domains. Fourth and last are the ideas or the unique methods which the employees generate after taking these particular training sessions (Biabani and Izadpanah, 2019). These particular ideas are implemented in the organisations worldwide, and these ideas or methods are used to generate desired results from the employees and also to improve their performance in their particular work in the organisation. Also, choosing the training option for the training and development sessions of the employees or staff in the organisation requires expertise in this domain. This task is highly important for employees and the organisation to achieve the desired goals and objectives.

Designing the Training Program for Employees under PMS

This stage of design training includes the particular types of training sessions that have to be conducted for the employees in the organisation to be identified and selected for the process. Different kinds of training sessions are conducted with different techniques and methods involved. The training sessions which are to be designed for the training of the employees are of various types such as models based on off the job training, models based on the job training and many other training models which are best on different methods such as classroom training or groundwork training etc. (Saks, 2021). I learned a lot during this stage of the training and development as I contributed to the group by supporting the ideas regarding the design training. I also gave some new ways to conduct the activities such as making the employee practice more which they have obtained in the organisation to build perfection in that particular skill. It will directly benefit the organisation and will also enhance the performance of the human resource department of that organisation with the maximum efficiency and productivity. In my team, all contributed on an equal basis. Everyone had a decent amount of knowledge on Process Management System (PMS) and its other domains, such as training and development of employees and analysing its steps. So, the designing of the training sessions for the organisation’s employees have a major role in deriving the maximum output with the help of the sessions and is also responsible for the smooth working of the training and development model of the organisation.

In this particular stage of delivering the training, the actual work of conducting the training sessions is conducted on the ground, and all the previous steps of designing and identifying all the models are considered for the activities (Bisbey, 2021a). This stage of delivering the training is the most important in the whole process of training and development of the employees in the organisation because, in this stage, all the employees who are part of the activities can experience their action in training and development. They can analyse all the actions conducted by them during these activities for the growth and to overcome all the necessary flaws if any (Bisbey, 2021b).

 I learned a lot during this delivery stage in the training and development program and got an opportunity to have new experiences with my group members while conducting the activities. All the theories or methods used in this particular stage or delivering the training contribute to successfully implementing the training activities in the organisation’s employees. I contributed in the group or in this particular stage of delivering the training by giving a lot of suggestions and by coming up with new ideas of how the delivery of the training in the development program of the employees can be more effective. This helps to learn continuously from this process to contribute more in the organisation. Coming to the presentation in the classroom, I was able to make a good engagement with the audience of the class and make them understand the concepts and the content of the slides in the most effective manner. I was able to make a good explanation of the concepts involved in the training and development of the employees and was also taking the consideration of the time limit for each group member to present in the class. However, there were some areas that I observed and analysed that need to be worked upon.

PESTEL Analysis and Its Importance in HR Management

 These areas that I need to be worked upon are that I was feeling nervous while explaining the concepts to the class which was affecting my voice module and my confidence while presenting to the class. Also, there is one area which I need to improve is that in some slides of the presentation I was reading from those slides too much. All this affected the performance of the whole group as reading too much from those slides while presenting in the class is not allowed. My fellow group members had a good amount of knowledge and explained some concepts in the presentation such as training needs analysis TNA, PESTEL analysis, various topics in performance management system PMS in human resource management. The group members and I easily explained all the related concepts in the employees’ training and development process to the class. We were also confident enough to answer the questions raised after the presentation.

Under this stage of evaluation and analysis of training and development of the employees, the feedback from the assessors is taken into consideration to identify and analyse the improvements that have to be done in the employees (Urbancova et al., 2021a). This stage of evaluation is extremely important for both the employees in the assessor in the organisation. From the perspective of the employees under this stage, they can understand the result of the training conducted for them, and after that, they can analyse and work only weakness areas which they acquire, or they can further improve their strength which they identified while conducting the activities of training and development. On the other hand, from the perspective of the human resource manager or the assessor, it is important to analyse the result of the employees and can further make changes or modify the working in the organisation to make the employees work more easily and comfortably. It is directly beneficial for the organisation in achieving the targets more easily and more effectively (Urbancova et al., 2021b).

The Best Evaluation And Analysis Of The Training Is Done Through The Training Evaluation Theories To Achieve Its Best Outcome From The Process And To Avoid Poor Evaluation Of The Training Process. The best possible model for the evaluation and analysis of training here can be Kirk Patrick’s model of the year 1959, a tried and tested theoretical framework for this particular evaluation stage in training analysis worldwide. Kirkpatrick’s model of evaluation and analysis of training involves four major domains under which the theories are performed for the training and development of the employees in the organisation.

These four actions or activities under which this Kirkpatrick evaluation model is conducted are our reaction, learning, behaviour and results. The reaction part of the model involves the employees’ actions and feelings after taking the training and development course and their opinion on the methods or techniques taught to the employees for their improvement during the training and development process in the organisation. Second, the learning part of this model involves the change in the employees’ actions or attitude after completing the course, which will be counted as learning of these employees from the training and development courses conducted in the organisation. Next is the behaviour under which the changed behaviour of the employees after completing the training and development process in the organisation is evaluated, and the areas are analysed on which the employees have worked the most and side by side also the areas on which the employees need to work upon shortly. The last is the results part of the evaluation model of Kirkpatrick under which the outcome of the process of training and development in the organisation is analysed and the result of conducting the training and development of the employees is used for further improvement in the employees and for making the policies according to the results achieved from the process (Rampun, Zainol and Tajuddin, 2020).

Implementing the Training Program – The Practical Work

During the activities, I learned how to work in a team and the importance of individual contribution for the successful completion of the project timely. Also all of my group members were very supportive in every analytical part of the project, such as PESTEL analysis, training needs analysis, and many other domains. Also, all the group members collectively contributed to their maximum potential to the project for its successful completion and gained equal knowledge while conducting the project activities to make it a perfect one and to ensure the minimum mistakes in the project. Every individual in the group, including myself, was capable of brainstorming the various topics and doing an ample amount of research on them with the help of the theories and models taught in our lectures by our professors in the classroom sessions.

Table 1: Reference Table

9.0 Conclusion

In the conclusion of this report, it can be stated that the training and development methods and techniques for the employees in the organisation play a vital role in the improvement and growth of the human resource department employees. Also, it is concluded that the B&C eight-step model is very important for successfully conducting these training and development sessions in the organisation. For the employees many human resource management theories which are tried and tested in the past in various organisations are used to improve the behaviour or actions of the employees in the workplace. The process management system PMS is also equally important in framing these training and development models for the organisation. All the theories and concepts contribute individually to building this theoretical framework, which includes designing and analysing the training needs of the employees in the organisation. Overall, I learned many new concepts and theories in human resource management, particularly in the training and development of the employee’s domain. I gained some experience by studying the B&C eight-step model for the organisation and learned the practical usage of these methods and techniques used in the training and development of the employees in the organisation to achieve the desired results and achieve maximum efficiency and productivity work done. 

Table 2: Action Plan

References

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