The Maintenance Phase involves the process of ensuring that an employee is familiar with and able to adequately complete their job.
Induction is a process of acquainting new employees with the organisation – its history, structures, objective, culture, policies, and practices – and the jobs they will perform. Induction can also be referred to as onboarding and orientation.
Activities included in Induction:
Topics covered in Induction:
The benefits of an Induction Program is that:
Employee Training generally refers to the process of teaching staff how to do their job more effectively and efficiently by boosting their knowledge and skills. The aim is to seek long-term change in employee’s skills, knowledge, attitudes and behaviours in order to improve work performance in the organisation.
The benefits for employees include:
The benefits for the organisation include:
Development refers to the activities that prepare staff to take on greater responsibility in the future. Effective development ensures staff are retained, and motivation, and commitment are enhanced through promotion opportunities for the employer in the long term.
Programs aimed specifically at developing effective managers may focus on the use of:
Recognition and Reward Programs aim to both acknowledge the work an employee has done and provide some sort of benefit, in return for a job well done.
Recognition refers to acknowledging the fact that an employee has performed well.
Rewards that can be provided to employees can be Intrinsic meaning they come from the task or job itself, such as recognition, feedback or a sense of achievement or are Extrinsic meaning outside the job itself. They may be monetary or non-monetary.
The reward system should aim to motivate staff and be equitable, clearly communicated, defensible, consistent, relevant, cost-effective and integrated with corporate strategy.
The Weaknesses of Reward and Recognition Program could include:
Performance Management focuses on improving both the organisational and individual performance through relating organisational performance objectives to individual employee performance objectives. It is about setting objectives that help the organisation achieve its overall objectives.
Effective performance management looks at whether jobs are well designed and employees with the right skills are hired to undertake work.
Training and reward and recognition programs increase the likelihood of effective performance management.
Involves 5 main objectives:
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