Human Resource Management: Evaluating Training and Appraisals

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HUMAN RESOURCE MANAGEMENT

Table of Contents
Question 2........................................................................................................................................3
Question 4........................................................................................................................................6
Question 6........................................................................................................................................9
Reference list.................................................................................................................................12

Question 2
Many organisations fail to evaluate training and therefore cannot prove that it is a
worthwhile business investment. How might they go about an evaluation process?
Introduction
Evaluation of training is the primary practice in every organization that can help in the
understanding of the costs of training and other roles of workers for enhancing the productivity
of the organisation. This study will discuss about the benefits of training practices for which
proper evaluation is required in order to gain a productive workforce. In UK economy, it has
been found that about 60% of the business is found to fail due to ineffective evaluation of the
training process. Moreover, from a study of UK organisation report, it has been found that
expending in the training requires understanding of the benefits that can be achieved only when
evaluation will be done effectively. This study will demonstrate the need the evaluation of
training process which will help different organisation to develop new strategies which will
further help in having worthwhile investment.
Reason for failing of Evaluation process
Training perception might get an ineffective result due to the insufficient evaluation. As per the
comments of Cohen (2017), training and development can be assessing by gathering opinions of
the employees and understanding their specific needs for enhancing their skills. Moreover, there
are certain reasons for the failure of the training process and its evaluation. Some of them are use
of ineffective market research, poor communication skills, devoid of learning materials, poor
structuring of training initiatives and others. It has been found that if the evaluation process is
carried out based on the poor communication techniques, then the employees will not be able
understand its effectiveness. On the other hand, use of complicated learning materials can result
in creating barriers in the evaluation process of training. Hence, it is important to analyze the
resources before proceeding evaluation of the training process. As mentioned by Moldovan
(2016), this would help in testing the scores at the time of training which is important for
developing the skills of the new employees.
On the contrary, failure of evaluation of training process can occur due to the improper handling
of the training process. Often, training managers are found to report only considering the

productivity metric while assessing the effectiveness of training. The main drawback is that they
fail to check the overall performance of the employees and also they do not check if the training
is suitable for the employee’s benefits or not. Hence, Steele et al. (2016) opined that gathering
feedback on the training performance can help in the proper analysis of the training process.
Training evaluation is to be done for gathering information and data on the best and suitable
data. This would help in the measurement of training practices and enhance the skills of new and
existing employees of the organization. On the other hand, based on analysis, the common
obstacles that are found in training evaluation are resource collection process and survey process
which is done for gathering data.
Mitigation Process
In order to properly evaluate the ongoing training process which occurs within organisations, the
board of directors must be directly involved with the human resource representatives. Within the
United Kingdom, it is estimated that 25,000 people are employed full time within organisations;
this is a comparatively high figure when compared to part-time employment subordinates that
range between the figures of 8,000 to 10,000 people (Storey, 2014). The reason employed people
are able to sustain their jobs for a longer period of time is that organisations in which they are
involved incorporate direct involvement of employees in the managerial processes. Companies
such as The Co-operative Group, Nisa Retail Limited, Lotus Cars, and others all have a
democratic form of leadership. Through which employees are able to directly get involved with
the employers who are present within the organisation and exchange opinions so that that is
higher levels of productivity by employee relations.
Performance Evaluation Model
Companies such as the above prove that investing in the evaluation process in terms of giving
time both personally and in a tangible way through cash. Both of these are a good option as it
assists in growing the organisational work culture. In order to assess the performance of
employees who are undergoing the training process, there is a framework called Performance
Evaluation Model. In this model, there are four aspects which include collection, description,
development, and conduct. In this process, first data is collected about employees and how they
perform and all of the criteria here include aspects such as their output rate, their speed, their
ability to use different techniques and other factors.

Following which, in the description process, there is a documentation process where all of these
factors are detailed so that a comparative analysis can be performed as to who is performing
better than the other. After which a review is conducted through discussion on which rewards
should be distributed so that it better output can be obtained. Finally, in the last stage, the
conduct of the employees is evaluated and it is ascertained which employees are performing
better after receiving the reward and whose productivity rate remains same. In accordance with
the change in the behaviour of the employees, future alterations can be made to this process.
From all of the above aspects, it can be seen that multiple pathways can be taken in order to
assess the level of improvement that the subordinates are receiving about the training process. It
is evident from the analysis that management involvement is necessary so that pressure is created
and better evaluation of these employees occurs as well.
Conclusion
In the above report, multiple aspects in the case of several organisations that function within the
United Kingdom have been explored. The reasons because of which there is a failure to evaluate
employees at an optimum level within an organisation is explored. Following which mitigation
steps have been provided through which scoring of the employees' involvement of the
managerial heads and other aspects have been discussed.

Question 4
Identify the positive and negative aspects of appraisals and the impact of them on the
psychological contract
Introduction
An appraisal is the process through which employees assess which subordinates are putting and
more effort to produce better results than others. In the following study, various aspects of
Appraisal will be discussed through which the models, steps, theories, and other aspects like the
positive and negative impact of appraisal on the working of subordinates will be put forth.
Steps of Appraisals
Above 80% of the United Kingdom companies utilise the performance appraisal system in order
to optimise their efficiency and output rate (Minneapolismn.gov, 2019). In order for there to be a
correct form of appraisal present within an industry, several steps must be adhered to. There are
six steps through which an appraisal process is successfully initiated within the United Kingdom.
In the first step of appraisal performance standards, are established and the organisation makes it
clear to the employees which level they have to attend in order to be effective. In the second step,
the expectations which the employers have from the employees are established.
Following which, in the third step managerial head measure the performance rate of employees
and within the fourth step compare it with the standard that they have mentioned earlier. Finally,
in the fifth and sixth this form of appraisal process might create jealousy as well as employees
who are not getting any reward might be hateful toward employee subordinates who are
receiving incentives. A discussion with the employees is initiated whereby which the thoughts
with the organisational heads have about the performance of the employees is put forth to them
(Kingcounty.gov, 2019).
Positive and Negative aspect of Appraisals
The positive and negative aspects of the above-conducted appraisal steps will now be discussed.
A positive feature of conducting a procedure like this creates pressure on the employees to
perform better than others. It gives subordinate the opportunity to connect with the managerial
heads of the organisation as a discussion platform is created. Another positive aspect that this
procedure is it enables employers to know which employees plan to stay with the organisation
for a longer period of time through assessment of their behaviour and attitude (Noe et al., 2017).

The negative features of conducting an appraisal procedure like this, is that It creates
psychological tension within the employees that they are being watched all the time because of
which their performance might deteriorate. Along with which, If employees are not able to
perform at an optimal level it might cause them to be unenthusiastic and unwilling to work in the
organisation. This form of appraisal process might create jealousy as employees who are not
getting any reward might be hateful towards subordinates who are receiving incentives. This
would create a negative workflow environment within the organisation.
Appraisal theory helps regulatory laws such as the employment act, trade union act, competition
act, and others (Brewster et al., 2016). All of these regulations provide guidelines to the
organisation through which a company might able to know how to better assess and monitor its
employees. In many states within the United Kingdom, it is mandatory that appraisal systems
must be integrated within the organisation in order for that to be lawful compliance.
Psychological contract
Psychological contracts are those forms of agreement that is created through the exchange of
expectation and promises between the employers and employees. These contracts are informal in
nature and operate through you interdependence and trust. When an employee consistently
performs at a prolonged period within an organisation then these psychological contracts become
stronger as more reliance is created.
The impacts of the positive and negative impact that have been discussed above have an
influence on these psychological contracts. When employees are rewarded for their better
performance in the appraisal then these psychological contracts become stronger as the
managerial head have higher expectations of the employees. At the time when employees
underperform in the appraisal process then these psychological contracts are weaker in nature as
lower expectations are had from them (Brewster et al., 2016).
Appraisal theory integration
Appraisal theory plays an important role in assessing and understanding the emotional and
psychological state of the employees. With the assistance of this theory, the situation of
employees is understood and the good and bad aspects of their working scenario are attempted to
be evaluated. This theory puts high emphasis is attempted to be put on the emotional state of the
employee. Here the feelings do they derive when working within the organisation is understood.

Appraisal theory can be utilised with psychological contracts, as both of them would help in
understanding what kind of expectation the employee may have of the employees.
In accordance with the expectations, the amount of joy and happiness that the subordinates
would derive from such activities would be understood as well. From the point of view of
employees when appraisal theory is utilised then the employees might feel that there need that
been given priority by the organisation (Bratton and Gold, 2017). This would increase the loyalty
of employees towards the business. All of these various above discussed aspects elaborate on
how the appraisal is both a positive and negative process that is utilised within an organisation.
Each of these aspects has a major impact on the psychology of the employees and employers
using these give way to creating employee relations through which better bonds can be
established.
Conclusion
In the above-conducted study, the procedure of the appraisal system has been discussed. In the
initial stages of this essay, the six-step appraisal system, which organisations use, has been
detailed. The positive and negative aspects of this appraisal system within the workplace of an
organisation have been discussed. Along with which the meaning of psychological contracts and
how they operate between employers and employees has been detailed. Following which, the
way in which appraisal theory can be utilised with the psychological contracts for the betterment
of employee has been discussed as well.

Question 6
How can an organisations reward package be enhanced to improve motivation without
increasing an employee’s salary?
Introduction
An employees’ salary encompasses the set amount of wage that he will receive from an
employer for a specific collection of work which he performed within an organisation. This
salary does not include any form of bonuses and other aspects and is usually paid at an hourly,
weekly, monthly basis. In this following report, various aspects of the rewards which an
employee can receive outside of his salary for performing extra work within an organisation will
be discussed. In addition to that how these rewards might assist to motivate the employees will
be detailed as well.
Rewards and motivation
Rewards and motivation go hand in hand within an organisation as employees are directly
affected psychologically by the amount of reward they received within an organisation as it helps
them to perform more. Outside of the rudimentary salary which an employee receives within the
organisation inside the United Kingdom, there are multiple rewards that a subordinate can attend
through higher performance. It is not necessary to increase the salary of the employee in order to
make him perform better other temporary incentives can be given as well so that more
productivity is attained. There are six types of rewards which an employer may give to the
employee in order to perform better within an organisation. These six types of rewards include
aspects such as cash compensation, retirement options, asset protection, employee development
choices, and life and healthcare awards.
Types of Rewards
Cash compensations include performance bonus, incentives, and rewards. All of these types of
compositions are mostly given when an employee performs better than they are expected and
give out more output from the target which had been given to them. Retirement options include
choices such as for 401(K) and pension plans through which when the employee leaves the
organisation. Here a large sum of money is set aside for the subordinates is provided to them
later in order to secure the rest of their living days. Asset protection entails facilities such as long
term disability, short term disability, group life insurance, and other benefits. Similarly, life and

healthcare rewards include benefits such as holidays vacations dental plan life Insurance and
other rewards.
Employees' motivation
All of these rewards illustrate the different types of benefits that can be provided to an employee
apart from their normal salary. Individuals have two types of motivation one is intrinsic and
another is extrinsic motivation. Most employees fall under extrinsic motivation as they have
higher priority towards attaining cash than having psychological satisfaction through performing
work. In accordance with this assumption benefits such as the incentives, pension plans,
vacations and holidays are all motivating factors. All of these factors theoretically indicate that
employees would be more likely to be productive if they are provided with these.
Maslow's Hierarchy of Needs
One of the key theories which the managerial head of the organisations that are present within
the new and United Kingdom can utilise is Maslow's hierarchy of needs (Reeve, 2014). It
illustrates the different desires that employees have. This theory is a pyramid type of framework
where there are six layers. At the basic layer of the theory physiological and safety needs are
present through which factors such as food, water, shelter, security and others are wanted by
employees. Following which at the next two layers of this pyramid esteem needs and belonging
needs at present where the employee has a higher need to work attaining prestige having intimate
friends and relations and creating a good bond with the employer (Peters, 2015).
Addressing Desires
At the top of this pyramid, self-actualization needs are present. Through which an employee
desire to attain higher creativity and realise the full potential which he possesses through which
he gets a mental satisfaction from performing the work. Employers can utilise this framework in
order to ascertain at which stage the employer is present and what kind of wants they have. In
accordance with their desire rewards can be appropriately created so that the employees get
higher individual satisfaction. Some examples which can be provided of how this model we will
be utilised is to the following instances.
If the employees have higher needs towards having food, shelter, security, and safety and other
aspects then cash bonuses, incentives can be provided through which all of these factors can be
attained by the employees (Datta, 2014). At the other end of this theory if the employee has more
needs towards having self-actualization than rewards such as awards training and other benefits

can be provided. Through which they would be able to improve their capabilities and realise their
full potential so that they are able to have a better deal of psychological satisfaction (Herzberg,
2017).
Vroom Expectancy Theory
Another theory which can be utilised by the organisation which is present in the United Kingdom
is the Vroom Expectancy Theory through which specific expectations are created for the
employee. Within this theory, there are three parts which include expectancy, instrumentality,
and valence. These expectations are made by the managerial heads and fulfilled through the
employees by a continuous effort and input of motivation by the human resource heads of the
organisation. Here the employees clearly state the outcomes which are desirable to them and
which results are not positive for them.
As with Maslow's hierarchy, in vroom also when employees meet the expectations of employees
then rewards that have been discussed above. This assists in creation of similar output so that
quality products are replicated over a long period of time (Ozgune and Ozguner, 2014). All of
the above aspects elaborate how organisations may be able to provide award packages to
employees in order to better motivate them. All of the suggestions which have been provided
above do not include any means through which the salary of the employees is increased however
suggestions for multiple rewards have been presented.
Conclusion
In the above-conducted study, the importance of different types of rewards has been discussed.
In this essay reward packages such as incentives pension plan training vacations holidays and
other aspects have been discussed. In addition to that an in-depth analysis of Maslow's hierarchy
of needs has been elaborated and how an employee can utilise it with different types of awards
has been provided with examples as well.

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