Running head: TEAM B WEEKLY REFLECTION

Team B Weekly Reflection Jason Lobberecht, Gayla Murray, Kim OShields, Chynita Richards, and Anthony Shifflett HRM/531 February 4, 2013 Dina Perreault

TEAM B WEEKLY REFLECTION

Team B Weekly Reflection This weeks discussion focuses on training and development. Training and development of employees are critical components to the overall success of a corporation. It really does matter if the company is a start-up or a business with longevity. Training and development extends far beyond the startup stage. Executive officers and management must be proactive in seeking training and development opportunities for themselves and employees in order to ensure the main objectives and goals of the company are met. Likewise, training and development is another way for the company to contribute to the knowledge and skill of the employees. One must also consider how the effectiveness of training and development is assessed through a performance improvement plan. This paper discusses the concepts of training and development, the process of a performance improvement plan, and the relationship between the results of a performance improvement plan and training needs for employees. Even though the terms, training and development are often associated with each other, differences exist. Organizations that provide exceptional training opportunities for employees have the opportunity to attract talented employees who want a chance to gain more knowledge and grow with the company. The type of delivery methods used is very important in the training process. A study by the Work in America Institute showed that retraining is more cost effective than firing current employees and hiring new ones (Cascio, 2010). An advantage of training and development is that the organization will have employees who can be more productive as a result of training. Recognizing improvement in productivity and the effectiveness of training and development can be assessed through a performance improvement plan. Performance improvement plans are in use by organizations to improve performance by the employees. In a performance improvement plan, it is the responsibility of the manager to

TEAM B WEEKLY REFLECTION

devise a plan that defines, encourages, and facilitates performance (Cascio, 2010). Additionally, performance improvement plans are initiated when there are violations in company policy, expectations are not met, or complaints are received. Plans may vary depending on the circumstance, condition, or occurrence. Moreover, managers usually facilitate improvement plans, but only one third of mangers use all three components on a yearly basis (Cascio, 2010). Through the performance improvement plan, management communicates with the employee and describes job expectations, measures and observes behavior, ensures proper processes are being followed, and identify areas of improvement. Moreover, the plan should include all areas of concern and can be a very positive exchange if presented correctly. At times, managers mentor or counsel the employee. Additionally, performance is monitored and documented. A well-written performance plan includes check-points and completion dates to measure progress. An action plan is formulated to address the areas that need improvement. The results of the assessment contribute in determining the needs of the employee. When performance is subpar and deficits are noted, the employee risks suspension, and possible termination. Conversely, when performance meets or exceeds standards, the employee continues to work and additional opportunities If the employee does not satisfactorily (Cascio, 2010). Although diverse careers utilize various training and development methods, similarities are noted in the purpose and administration of the performance improvement plan. Likewise, experiences in using or participating in training and development along with performance improvement plans are analogous. When properly constructed and administered, positive changes could present, thus leading to a cultivating career and thriving company.

TEAM B WEEKLY REFLECTION

Reference Cascio, W. (2010). Managing Human Resources; Productivity, Quality of Work, Life Profits (8th ed.). New York: McGraw-Hill.