Training and performance management refer to the interventions that human resources execute to help executives or human resource managers to effectively manage organizational performance (Noe et al., 2009). Some organizations make use of e-learning, which is a less expensive and convenient method, to train managers. An organization will encourage diversity training by adopting an e-learning alternative of training (Noe et al., 2009). This discussion will consider the advantages and disadvantages of e-leaning, suitable goals for diversity training, the difference between a complete performance management system and annual performance appraisals, and the steps for improving employee performance in an organization.
Many organizations have preferred e-learning to be a convenient alternative for training employees. E-learning is a convenient and flexible alternative for training. The presence of other learners does not interfere with a learner’s pace of learning, thereby encouraging the trainees to understand the content sufficiently (Noe et al., 2009). E-learning promotes self-assessment in the course of training. However, the computer illiterate employees may not benefit from e-learning. E-learning encourages procrastination because employees can learn at a slow pace (Noe et al., 2009). Suitable goals for diversity training include improving interpersonal relations in the workplace, preventing harassment and discrimination in workplaces, improving problem-solving in an organization, and encouraging employees to understand the relationship between diverse perspectives and organizational performance (Noe et al., 2009).
A complete performance management system involves the provision of resources and employees’ information to increase performance. On the other hand, annual performance appraisals involve evaluation and praising employees’ efforts in order to improve organizational performance (Noe et al., 2009). Managers can improve employee performance by conducting job analysis, implementing well-designed selection and assessment processes, providing sufficient employee orientation, implementing employee training programs, improving interpersonal relations, providing an equitable pay system, and encouraging succession planning (Noe et al., 2009).
In conclusion, training and performance management serve as the basis for the perseverance of an organization. This helps managers and employees to acquire enough information regarding the positive performance of an organization. Managers should be conversant with the steps for improved employee performance (Noe et al., 2009).