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Staff Development and Support
Higher AdministrationAdmin Services
Outcome 3
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The success of an organisation depends largely on the quality and focus of its staff
An effective organisation will develop and support its employees to improve their knowledge and skills and work towards achieving company objectives
Staff Development and Performance Management is one way in which organisations try to improve the quality of their staff
May be carried out formally or informally. Formal processes might include:
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Performance Management Appraisal systems can be used as part of
performance management They are designed to measure and
assess, rate and record employee performance
There has been employee resistance to the introduction of appraisal systems, but most organisations will have have one form or another in place
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Problems withEarly Appraisal Systems
Imposed and carried out by management with little employee input
Used simple rating methods against broad factors eg loyalty and scoring was subjective
Did not set targets – indicated weaknesses rather than identifying opportunities for improvement
Often used for apportioning blame rather than improving staff performance
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Modern Appraisal SystemsModern appraisal systems involve An annual review of performance Two-way discussion in which both
employee and employer are evaluated Face-to-face interviews discussing rating
and performance Setting of targets and discussion of
development needs to achieve targets Feedback on performance
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Examples of Appraisal Methods
Management by Objectives (MBO) Emphasises setting of agreed targets by
employer and employee Performance is measured against these targets,
development needs identified Competency-based Method
Like MBO this measures what has been achieved but also
Emphasises the importance of how the work is carried out
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Other Appraisal Methods 360° Method
Unlike other methods which have a ‘top-down’ approach (ie employer has main role in evaluating employee)
This method uses a variety of people in the assessment process eg supervisors, co-workers and even customers
This is to build an overall profile by a third party (usually HR Manager)
The profile is then fed back and development needs and target identified
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Whichever method is used, appraisal must be:
Objective Participative Considered developmental
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Training and Development Performance Management and Staff
Development go hand in hand
But without training and development, organisations cannot expect staff performance to improve
Two ways in which organisations seek to improve employee effectiveness are:
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Training/Re-training Gives employees specific skills and knowledge Training usually takes place for a particular
purpose and has an immediate need ie learning how to operate a new piece of equipment
Training can either be on-the-job or off-the-job Development
Tends to be broader than training and is more about fine tuning or expanding current knowledge and understanding or developing for future needs
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Types of TrainingMost organisations will offer training as part of a planned staff development programme, this is done in 2 waysIn-House
On the organisation’s premises by external providers or its own staff
External Outwith the organisation’s premises eg
at a local college
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In-house or External?This will depend onCostAvailability of specialist trainers
Most organisations tend to deliver development sessions themselves or may have their own ICT training facilities however training for formal qualifications is usually carried out externally
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Continuous Professional Development (CPD)
Employers have realised that training and development must be a planned, consistent and integrated process linked to the achievement of organisational goals
CPD is when the employer provides the opportunity for employees to receive training and continually develop throughout their employment
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It is often a requirement of employment It is the responsibility of both the
employer (to provide opportunity for development) and
The employee (to make use of it) Formal CPD is recorded and used as part
of the annual performance appraisal
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Lifelong Learning
The government encourages continuous training and development
Organisations are often set training targets, can receive funding and are encouraged to develop their staff
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Staff Support Systems It is important that organisations
support the staff in terms of welfare at work as this has an effect on motivation and effectiveness
A happy worker is a better worker and more likely contribute effectively to the organisation
There are a number of ways to support staff
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Staff Support Systems Counselling
Organisations may offer counselling on a range of issues such as stress, health etc
Specialist counselling organisations
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Staff Support Systems Advice
Organisations will offer advice on such matters as employment and Health and Safety Legislation
Employees will have access to written company policies and procedures
Information can be obtained from Human Resources or Trade Union Representatives
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Staff Support Systems Grievance Procedures
The aim is to resolve any difficulties between employer and employees in the workplace
Provides a formal mechanism and support by which employees can take action if they feel they are being unfairly treated at work
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Staff Support Systems Return-to-Work Interviews
After a prolonged absence or illness it is common for employees to receive advice and counselling
Many organisation operate a planned and gradual return to work for employees returning after an extended absence
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Staff Support Systems Family-Friendly Policies
More organisations are realising the importance of flexible working practices
This helps staff balance home and work life
Policies include paid/unpaid paternity leave, flexi-time, duvet-days Organisations offer benefits such as membership of health clubs, retail discounts etc