There is no denying the fact that trainings system is an important element in human resource management. In addition, each business sphere has its own features and requirements for employees. Therefore, let us look deeply into trainings types that are offered by health service organizations.
Orientation training was created for new employees in order to help them to understand the core principles, mission, and vision of the current company (Hernandez & O'Connor, 2010). It also includes needed information about job, organization’s ethics and structure. This training can be delivered to the audience as a presentation, video lecture or webinar.
In-service trainings divides in two types: technical trainings and interpersonal ones.
In fact, technical trainings was created in cooperation with several governmental organizations, such as Occupational Safety and Health Administration and Environmental Protection Agency (Hernandez & O'Connor, 2010). It is required for non-ordinary positions and it includes a lot of technical information about necessary software and equipment.
Interpersonal trainings was created in order to improve relationships between employees as well as a general company’s working environment. It usually consists of different simulations, special games, and group activities.
Offsite training can be the part of an individual development plan of each employee in the company. It also requires special outside trainers. In addition, such type of training can cost a lot due to some additional needs for it (Hernandez & O'Connor, 2010).
Pre-service training was created in order to give an opportunity for future employees to prepare for their new duties and to gain knowledge about some technical equipment or essential management skills ("HRH", 2016). It is usually provided by special credible institutions.
Performance Appraisal Methods
Truth be told, there are a lot of performance appraisal methods nowadays. All of them have their positive and negative sides. In order to understand them clearly, let us look deeply into three of them.
According to essay method, evaluator has to write special report about a particular employee. Standard essay consists of the information about person’s weaknesses and strengths as well as a general conclusion with rater’s recommendations (Aggarwal & Thakur, 2013). Such method is often used in order to evaluate employee as a future candidate for a promotion or as a part of development plan. Advantages of this method are understandable feedback and including examples with remarks about those situations. However, there are also disadvantages in this method such as unstructured essays’ form as well as time limitations.
Ranking method is a comparative one. In general, its main goal is to rank all employees from the best to the worst one (Aggarwal & Thakur, 2013). It fits perfectly to the small company where manager can apply this method in order to see the real situation inside organization. This method also has positive sides. For instance, it is very fast, easy to perform and low cost one. On the contrary, it is a subjective one and it can create a lot of moral problems at working environment.
Graphic ratting scales is the most popular performance appraisal method. According to it, evaluator creates a special table with several traits and employees performance score (Aggarwal & Thakur, 2013). These method has a lot of advantages. For instance, it is simple and easy to create. In addition, it has a strict structure that helps to make a normal comparison between co-workers. However, there are also some disadvantages here, such as equal characteristics of the method and rater’s subjectivism that can occur in some case.
References
Aggarwal, A. & Thakur, G. (2013). Techniques of Performance Appraisal-A Review. International Journal of Engineering and Advanced Technology, 2(3), 617-621.
Hernandez, S. & O'Connor, S. (2010). Strategic human resources management in health services organizations. Clifton Park, NY: Delmar Cengage Learning.
HRH. (2016). Capacityproject.org. Retrieved 11 June 2016, from http://www.capacityproject.org/framework/
