Continuing from Assignment 1, you were selected as the new HR director for the retail company and now have been in the position for approximately 6 months. Your approach to strategy, planning, and...

Employee Performance and Development
Employee Performance and Development
Introduction
Improvement is a process that extends starting from a company down to its very employees. Training and development is important likewise in improving starting from employees up to the entire organisation. Enhancing the performance of employees is a part of every company policy and in order to accomplish this, companies undertake employee training and development.
Employee development is important in every industry including retail industry. This is because retail industry heavily relies on the performance of its employees to boost sales and increase the company revenue. In addition, the retail market is an ever-changing one and it is important to keep retail employees up to date in order to remain on par with the competition.
Analysis and discussion of a researched training process model being considered for use in developing retail employees
As discussed by Jackson & Sirianni (2009), organisations undertake training in order to improve the efficiency of their workers as well as their overall output. In order to provide proper and efficient training, organisations may use one of the following 3 models of training.
1- System Model
2- Transitional Model
3- Instructional Model
The Systems Model
The Systems model relies on a linear structure going through five distinct steps. These steps transition from Analysis to Evaluation and follow a repetitive format to allow for continuous improvement.
The fives phases of the System Model are Analysis, Design, Developing, Implementation and Evaluation.
The first step, Analysis, involves analysing, recognizing and assessing the needs of the employees and the areas they require training in. It also involves an analysis of the cost, intensity and means of training to be undertaken. Finally a performance measure is to be created that can act as a measure to assess the performance of the employees.
The second step, Designing, requires the setup of a design or plan for the training. This involves developing a comprehensive format for the training along with steps and sequences. The structure of the training is also created and all plans related to training are made ready in this step.
The third step, Developing, involves the development of an actual training program based on the plan created in the designing phase. This includes the training schedule, the training materials and cu
iculum along with the selection and appointment of parties to be involved in the training.
The fourth step, Implementation, is the most challenging one and involves application of the developed plan to the training of employees. The implementation and execution are the most important since they are what entail the real difference that the training plan makes in the employees and the organisation.
The final and fifth step, Evaluation, assesses the results of the first four phases and derives the results of the training provided to the employees. It involves drawing conclusions on the effectiveness of the training as well as necessary...