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Essay / Research Paper Abstract
A 5 page paper that responds to different human resource issues. Topics discussed include: the difference between training and development, importance of orientation and updating orientation programs, dealing with marginal employees and different issues regarding performance appraisals. Bibliography lists 8 sources.
Page Count:
5 pages (~225 words per page)
File: MM12_PGtrdv.RTF
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Unformatted sample text from the term paper:
that focuses on a specific job task or to gain specific knowledge and/or skills. Development is a far broader activity in that it helps the person become more skilled over
the long-term. An easy example is the manager assigning a buddy who is an experienced employee to act as coach or mentor for a new employee (Bacal & Associates, 2006).
Rotating employees from job to job so they can learn about other jobs in the department or company is also employee development (Bacal & Associates, 2006). Even though development will
most likely include training events, it is far more comprehensive than training itself (Bacal & Associates, 2006). b. An orientation for new employees is essential. Orientation should help the
new employee gain insight into the organizational culture (Lorman Business Center, 2006). New employees should be given the companys personnel handbook at this session, review benefits, review the regulations and
rules for the company and the expectations for employees (Lorman Business Center, 2006). Orientation programs need to be reviewed annually and updated when the company makes any changes in procedures,
appraisal systems, career development programs or compensation benefits. the process of reviewing and updating assures the human resource department is providing employees with the most recent information about the company.
c. Hiring a new employee costs a lot more than rehabilitating a marginal employee, if that is possible. While it is true that one marginal employee is a problem
for the entire staff, it is also true that firing that person will affect staff morale, oftentimes in a negative way (TechRepublic Staff, 2006). It is important for the manager
to discuss the issues with the employee and try to determine what the real problem is (TechRepublic Staff, 2006). These authors suggest it could be the employee is in the
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