GCTU management realized that a newly designed performance management system for their support staff would require a formal training program. Designing and implementing the new performance management system was a challenge for the organization; the last system was unpopular with employees, and negative feelings about the value of performance management linger. Some of the issues identified with the previous performance management system included: Annual deadlines to complete the process were missed by many staff members. Some staff members were confused about what exactly needed to be completed and when. There were complaints that the previous system was a “waste of time” and that there were no measurable outputs. A trade union representative for the staff members felt the system was not appropriate for all staff members. Criteria on the forms were irrelevant to staff members. There was little attention on identifying training needs, and where needs had been identified, there was no follow-up with appropriate actions. Performance meetings were a one-way process; often, performance goals were identified before the meeting and without the appraisee’s input. A new system was designed in consultation with all stakeholders to address the issues raised with the previous system. Management felt that a formal training program was vital to ensure all employees supported the new system. REQUIRED As a student that has studied Human Resource Development, demonstrate the following: How training needs assessment could be done to determine who needs the training in GCTU How the training could be designed to meet the program objectives. (Hint: the steps involved in HRD program design) How the training could be implemented or delivered. (Hint: choose and demonstrate any one delivery method that you think works best in this case). How the program could be evaluated to inform GCTU management about the effectiveness of your training program (Hint: choose and demonstrate any one method of evaluation that you believe will give accurate information about the effectiveness of the program). Please note that there are two parts to this case study. Choose either one of: training program for managers (appraisers) training program for subordinates (appraises).
GCTU management realized that a newly designed performance management system for their support staff would require a formal training program. Designing and implementing the new performance management system was a challenge for the organization; the last system was unpopular with employees, and negative feelings about the value of performance management linger.
Some of the issues identified with the previous performance management system included:
-
Annual deadlines to complete the process were missed by many staff members.
-
Some staff members were confused about what exactly needed to be completed and when.
-
There were complaints that the previous system was a “waste of time” and that there were no measurable outputs.
-
A trade union representative for the staff members felt the system was not appropriate for all staff members.
-
Criteria on the forms were irrelevant to staff members.
-
There was little attention on identifying training needs, and where needs had
been identified, there was no follow-up with appropriate actions.
-
Performance meetings were a one-way process; often, performance goals
were identified before the meeting and without the appraisee’s input.
A new system was designed in consultation with all stakeholders to address the issues raised with the previous system. Management felt that a formal training program was vital to ensure all employees supported the new system.
REQUIRED
As a student that has studied Human Resource Development, demonstrate the following:
How training needs assessment could be done to determine who needs the training in GCTU
-
How the training could be designed to meet the program objectives. (Hint: the steps involved in HRD program design)
-
How the training could be implemented or delivered. (Hint: choose and demonstrate any one delivery method that you think works best in this case).
-
How the program could be evaluated to inform GCTU management about the effectiveness of your training program (Hint: choose and demonstrate any one method of evaluation that you believe will give accurate information about the effectiveness of the program).
Please note that there are two parts to this case study. Choose either one of:
-
training program for managers (appraisers)
-
training program for subordinates (appraises).
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