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Performance evaluation and training in human resources management

 There are evaluators and those responsible for training and equipping human resources, and there are two experts specializing in human resources management to measure and evaluate the performance of human resources, sort them and improve their performance if needed.

Human resource training

Among the objective measures of methods of evaluating the performance of employees are measures of production and sales in Syrian pounds and individual information

Personal measures are the comparative and non-comparative methods, and one of the most important comparative methods in personal measures

Subjectivity is the method of ranking, double comparison and forced distribution. As for non-comparative methods, it is the obligatory selection and events

Critical and weighted list of phrases, elements of employee performance evaluation are performance standards, personal characteristics, and goals

The employee should achieve them, so there are standards that must be distinguished by the performance standards, such as helping to distinguish between acceptable results

It is unacceptable and that it creates a challenge, thus demonstrating the capabilities of workers, and that it is realistic and can be used easily

They should be specific and help measure job responsibilities and determine the time needed to complete and implement work tasks

It is a means of measuring actual performance. Among the most important aspects that express performance standards are the quantity of work outputs and the quality of the outputs

The timing of the outputs, the demonstration of the effort made, the extension and the effectiveness in the use of resources, from the levels that determine the difficulty in

Performance standards are human resources management and career planning, where we find that the parties in charge of the process of performance evaluation and evaluation

Self-evaluation by colleagues and evaluation by the subordinate, and among the necessary sources for evaluating performance are activity statements

And the existence of reports of inspection bodies, complaints and investigations, where

And kind

Production records are a way to quantitatively track employee performance

The areas of using the results of the performance appraisal are determining bonuses, transfers, promotions, detection of training needs and repetition

Considering the policy and methods of selecting employees, and among the steps of discussing the results of the evaluation is the introduction to the interview and hearing the point of view of the individual

And consultation as to the method of treatment, the informal performance evaluation is just an annual or biannual process that is not limited to a destination.

The traditional view should be continuous evaluations that are not time-specific, as training is intended as a continuous process either

Development is a partial development of the organization. One of the differences between the two concepts is that training seeks to follow scientific means while developing

It seeks to develop the ability of skills, from the levels of training objectives innovative goals and solving problems and ordinary, but the objectives of training

It is the formation and development of the skills of individuals and groups, and the reminding of workers of the rules and methods of performance, and the formation of a qualified second class that can be accredited

It has to develop individuals' behaviors, increase productivity, and contribute to restoring the qualitative and quantitative balance, and from the importance of training to them

The tasks of change in reducing errors, increasing productivity and gaining work experience, as for the importance of training for the work group

They are for activation, exchange and idea generation, as the basic principles in training are related to training, job analysis and motivation

Effective participation, and among the general characteristics of effective training, training is a major and continuous activity, an integrated system, and an administrative and technical activity

Complex activity, positive activity, and regenerative activity,

One of the elements for the success of the training system

 Follow the scientific method in determining

Training needs and planning training programs realistically and objectively to meet the needs and choose the training method

Appropriate, is meant by training needs is the set of changes and developments required to be brought about to impose a balance between

The performance of the individual, his job and the goals of his organization, the concept of training needs is based on filling the deficit of the workforce in the organization and achieving goals

One of the dimensions of training needs is one of the dimensions of training needs that relates to addressing deficits and deficiencies in performance levels, and a dimension related to development

And developing future performance levels, one of the methods for determining training needs is an analysis of the organization, work and the individual, either of the steps

Identify training needs Identify performance problems, determine desired results, and become familiar with the prevailing situation, and who

Entrances for determining training needs, experience entrance, tradition entry, scientific approach, and integrated approach, from the training relationship

With the activities of human resources management, the relationship with human resource planning, the relationship with measuring and evaluating performance, and the relationship with recruitment,

The methods of training and development in the workplace are characterized by providing direct access to learning and experience and does not disrupt work during the training period

It does not require dedicated spaces for the training to take place. Methods of training and development in the workplace are both taken from the cost of mistakes

In which it is located and the possibility of material damage caused by the trainee during his training, the teacher-employee method is the so-called method of

Supervisory assistance While working, the method of periodic work is based on the organization of various and temporary movements of movement between jobs, it is distinguished

The method of work cyclicality is that it gives the trainee a clear and comprehensive idea about the nature and conditions of work in the facility and the knowledge of people

Which can be relied upon to fill some vacant jobs and develop a cooperative trend among workers and is characterized by being easy to implement, either

The disadvantage of this method is that it suffers from confusion resulting from frequent changes in jobs, and there are limits to the skills

The individual acquires it in a short period and is suitable for the training and development of management personnel only,

Of the methods of training and development


Out of workplace errands

Individual, lecture, conference, seminar, case study, initiative, role-play, sensitivity training, the promotion of employees

, Of problems

It is determined on the basis of competence, age and academic degree, and among the bases of promotion are competence, seniority, competence and seniority together

Associated with the seniority basis for promotion, the goal and policy of management is to fill vacancies and encourage competent individuals to leave the organization if not

They have the opportunity to build a line or ladder of precedence in promotion and reserve positions to occupy senior positions through training programs

Promotion is an executive responsibility, and sometimes working individuals refuse to assume some major responsibilities, such as the responsibilities of promotion

Comprehensive study of individuals' records, their competence and their performance at work, and avoiding reliance on emergency events to diagnose competence

Working personnel and clarifying all the factors and principles that are relied upon in promoting individuals. Moves mean a redistribution of workers

Between departments and departments, and among the forms of productive transfers, substitution or substitution, and rosy shifts or work shifts, there are

Reasons related to individuals working in therapeutic transfers when the individual is in a job incompatible with his abilities, desires, and incompatibility

And the fit between the individual worker and the direct supervisor or other workers and some variables and personal factors, and forms of movement

Multiple use transportation, medical transportation, and transportation for social reasons, the elements of the transportation policy for social reasons

They are the conditions surrounding the organization that lead to facilitating the movement process and determining the responsibility for the movements, so it is best to adopt a responsibility

Determine which businesses are suitable for transferring individuals to it.

This policy is the immediate supervisor and one of its components