TRAINING, PERFORMANCE MANAGEMENT AND TERMINATION MANAGEMENT CHAPTER 5 TRAINING, PERFORMANCE MANAGEMENT AND TERMINATION MANAGEMENT

Training Training involves providing an employee with the skills and knowledge needed to complete a job. This can range from a new employee learning the basics of a system, through to a more experienced employee upskilling in an area.

Training A training needs analysis is used by an employer (or HR department) to identify shortcomings in an employees skillset or knowledge. It can also be used to identify future challenges for the business, ensuring that all staff are prepared.

Training Training needs analysis can focus on three levels: organisational analysis, task analysis and person analysis.

Training Once a need is identified, training can occur either at work (on the job) or at a more formal training environment, like a TAFE (off the job).

Training On-the-job training methods include: coaching, tutoring/mentoring by a supervisor or colleague role modelling apprenticeships participation in particular work activities and assignments job rotation within the organisation

Training

Training Off-the-job training methods include: information presentation (e.g. lectures) information processing (more interactive, includes trainee’s input) simulations role plays

Training

Performance management Performance management are practices used to make decisions about employee performance, remuneration, promotion, transfers, disciplinary procedures, training and development needs and, in some cases, terminations. It is normally linked to set goals, and the degree to which they were achieved.

Performance management Management by objectives involves setting SMART goals for employees or teams to achieve. Being SMART, the objective will be measureable and will have been created and agreed to by both the manager and the employee/team. This provides a clear set of expectations and benchmarks that can be performance managed.

Performance management A performance appraisal is a broad analysis of how an employee (and the business overall) is performing over a period of time. It allows the business to make decisions about recruitment and training, and provides the basis for rewards and sanctions.

Performance management Self-evaluation is often the first step in the performance management process. It involves an employee assessing their performance before comparing this with the assessment of the manager. This opens up a dialogue that can benefit the development of the employee.

Performance management Some businesses have implemented a 360-degree feedback system. This removes bias by collecting feedback from an employees boss, peers, subordinates and sometimes customers. This feedback is then compiled to highlight strengths and weaknesses to be addressed through performance management.

Termination management Termination results from a decision of either the employee (voluntary) or the employer (involuntary), and is the processes of ending a contract of employment.

Termination management When an employee is terminated either voluntarily or involuntarily, there are certain legal requirements (e.g. long-service leave payout, redundancy pay) that need to be considered. Minimum notification must be given, and dismissals must be fair.

Termination management If an employee feels their termination was unfair, they can make an application to the Fair Work Commission (FWC) for unfair dismissal.

Termination management Generally speaking, when an employee leaves a business they are entitled to: pay/salary still owing accrued annual leave long-service leave entitlements any redundancy payments, if applicable

Termination management Termination can be stressful for an employee, particularly if they have been retrenched or are retiring. Retiring employees often need assistance accessing superannuation and pensions, and the switch from a life of employment to retirement can be difficult. Retrenched employees may also find it difficult to change careers. Outplacement services help with this transition.