Materials on Training about Human Resource

1.Importance of training before introducing performance evaluation system

To ensure effective implementation, the essential provisions of this program will be communicated to all covered employees through formal and/or informal training. The HRD will provide guidance and assistance in developing these programs so as to
· Ensure communication between the supervisor and employee. Some supervisors are more successful than others in communicating informally during the course of the year through conversation on the job, over coffee, or by on-the-spot examination of a particular project. The formal process forces contact between the supervisor and the employee, and allows each to report his or her impressions and observations.

· Review and determine how well an employee is performing in terms of the assigned tasks. Every job should be analyzed based on what criteria is important for the job. For example, it would not be prudent to encourage an employee to become more aggressive "just because good employees are aggressive" without first assessing whether the employee is already too aggressive, too passive, or is suitable for the position. Similarly, everyone does not need to become "more considerate of and sensitive to subordinate needs and feelings." Some employees may already be too sensitive and considerate.

· Bring out strengths and weaknesses of the employee in behavioral terms and clearly designate areas where improvement is required. The major purpose for evaluating the employee's basic strengths and shortcomings is to facilitate the individual's development.