unit 302 - Evaluate and improve own performance in a business environment

As part of the HRDNI process, learning development and training opportunities support the organisation achieving the organisations strategies as it can help to improve organisational, team and individual performance ( Armstorng and Baron 2002 cited in Neale 2004).

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

There are many ways in which continuously improving your own performance within a business environment can be beneficial for both yourself, on a personal note, and also for the business that you are working for. On a personal level, there are reasons such as a possible increase of income if you get recognised and get promoted as a result of this, you will be able to meet and exceed any personal goals that you may have and also one of the main benefits of continuously improving your own performance is that

Continual Self-Development is the approach where an individual takes prime responsibility and ownership for their own learning and development. This approach requires motivation and commitment in order to exploit learning opportunities and minimise the impact of weakness. A continuing self-development should be undertaken in partnership with the organisation and self-development should enhance the role held within the organisation. There are many benefits to be derived from continual self-development: improve performance and self-confidence; identify and develop specific skills and qualities; increase learning capacity; help achieve potential.

6.2 Ways of improving own performance in a business environment may include: • setting objectives and reviewing performance through appraisals • attending training events • work shadowing

Identify developmental needs of each employee will help provide opportunities for training and encourage good performance it also strengthens job-rated skills, and will help employees to keep up with changes in the workplace. When managers start focusing on developing their employees performance employees are able to adapt to different kinds of situations. This will help ensure the survival, well-being, and goal achievement of both the employee and the organization.

• Specify any additional training, experience, information or resources that you need to maintain or improve your job performance.

Furthermore, it provides the manager with a snapshot of what areas an employee need improvement on.

Whereby, the department could have tested a sample of technicians to assess their knowledge, abilities, and skills. Also, the department could also have tested the technician’s motivations and incentives. While performing the needs assessment could, the department could have observed the actual work that the technicians did and whether the reading of the memos were done or not.

Learning and Talent Development Allows people at all level of the organisation possess and develop the skills, knowledge and experiences to fulfil the short and long term ambitions of the

One of the skills I improved on was interpersonal awareness. In the first profiler it was low and in the yellow but on my second it was up in the green meaning I have improved that skill over the year. Interpersonal awareness is an important skill to carry in your day to day life. I also improved in empathy, empathy is important in the way it is used to understand someone else’s emotions. Some of the most important skills I need to improve on is commitment ethic and time management. Commitment ethic can be used anywhere. It is one of the most valuable skills. It can either show an employer how you can stay focused and on task or it can show them you can’t stay on one project for too long. Also if you cannot make a commitment to your job you

For learners the objectives of learning and development are to develop new skills leading to growth in their professional or personal life. There are many ways to identify objectives, they can be identified by the learner and discussed at the review process. Or identified by the organisation and again discussed at the review process. For the organisation the objective of learning and development is to make the workforce more efficient, flexible and able to deliver the organisations results in challenging times. Within Standguide the organisation has created what is known as a competency framework which lays down the skills required for the job role, it is used for promotion, development reward and recognition.

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

Training and development provide employees the skills and knowledge to keep up with the company’s changes and growth. It can also help to develop and improve the corporate culture, its efficiency and its effectiveness; and helps in creating the learning culture within the company.

Process improvement is a fundamental to business management.  If you run an operation (and all businesses do, one way or another) you are reliant on two things: