Human Resource Management Theory: Employee Performance Measurement Tools

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2.3. Employee Performance measurement tools Human Resource Management theory indicates that training is a field concerned with organizational activity aimed at bettering the employee’s performance in organizational settings (Hamid 1987). According to Kenney et al. (1992), organizations set performance standards against which employee performance is measured. According to Ahuja (1992), training can be measured using; productivity, efficiency, effectiveness, quality and profitability. Guest (1987) argues that policies are necessary to ensure that employee performance is evaluated, which in turn ensures that the appropriate training and development takes place. With the help of the performance appraisal reports and findings, the organization can…show more content…
However, the individuals in management that carry out these appraisals need to be trained on how the appraisals should be carried out efficiently and how the performance benchmarks should be set. 2.4. Relationship between training and employee performance Barton (1992) stated that, for an organization to gain a competitive edge over its competitors, it should put knowledge into consideration. This can be done through training its employees. Training is the process that enables employees to complete a task with greater efficiency (Lawler, 1993; Delaney et al, 1996). Training accelerates the employee learning process (McGill et al, 1993; Ulrich et al, 1993; Nonaka et al, 1995; DiBella et al, 1996). Huselid (1995) and Ichniowski et al (1997) defined employee performance as the immediate improvement in the knowledge, skills and abilities of the workers to perform their jobs leading to the achievement of organizational goals. According to Kamoche et al (1998), training leads to enhanced learning which aims at improving employee performance and thus results to higher return on investment for the…show more content…
As a result, employee performance is improved and thus the overall organization performance. According to Rosti et al (1998), training improves managerial skills. This shows that training increases the overall organization performance. Kaufman (2009) revealed that people talk more about performance, results and consequences without participating in any training. They are not necessarily doing more about it. From this it is clear that training and development is an important factor. Evans et al, (2002) noted that, globalization; changes in technology, politics and economic environments have led to increased competition among organizations. This has prompted the organizations to train their employees as one of the ways to prepare them to adjust to the changes above and thus enhancing their performance. It is important to note that unsatisfied employees are more likely to turnover. Kinicki et al, (2007) noted that management motivates high performers to attain firm targets for employee performance is high in happy and satisfied workers. From the above mentioned literature we can conclude that, training has a positive impact on employee performance for it improves worker’s skills and abilities on the

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