Human Resource Training and Development
According to Nda & Fard (2013), employee training refers to a formal process by which talent professionals help employees improve their performance at work. On the other hand, employee development refers to acquiring skills, knowledge, and attitudes that prepare employees to pursue new responsibilities and directions. Training is one among many other forms of employee development. Other forms of employee development include mentorship, coaching, self-learning, and experiential learning, among others.
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Relationship between Performance Management and Training, Development, and Compensation Strategies
An employee’s performance should be monitored throughout the employment relationship. Employers ought to monitor performance because underperformance is too costly to the organization. After monitoring performance, an employer is obligated to train employees who fail to perform according to expectations (Kadiresan et al., 2015). Performance management should be used to improve an employee’s performance and not a witch-hunt for dismissal.
Performance management is also linked with an organization’s compensation strategies. The overarching goal of compensation is to motivate employees to pursue organizational goals (Kadiresan et al., 2015). To that end, there is a need to tie an organization’s compensation strategy with its performance management strategy. Different compensation strategies ensure that an employee’s compensation aligns with their performance. One such approach is providing competitive pay scales and developing a performance management tool to help decide employees’ compensation.
Recommendation
There is a need to adopt ongoing feedback performance reviews in place of the annual performance reviews. Under ongoing feedback reviews, employers are expected to regularly check on their employees’ performance, including how they are performing their current projects (Kriegel, 2022). This will help the organization make necessary changes to ensure employees achieve organizational goals. The system that allows for progressive performance review is called coaching. Another way to improve performance review is by adopting the 360-feedback approach, allowing employees to exchange feedback instead of waiting for managerial intervention.
References
Kadiresan, V., Selamat, M. H., Selladurai, S., Ramendran SPR, C., & Mohamed, R. K. M. H. (2015). Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention. Asian Social Science, 11(24). https://doi.org/10.5539/ass.v11n24p162
Nda, M. M., & Fard, R. Y. (2013). The impact of employee training and development on employee productivity. Global journal of commerce and management perspective, 2(6), 91-93.
Kriegel, J. (2022). Council Post: Top Three Trends in Performance Management in 2022. Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/05/13/top-three-trends-in-performance-management-in-2022/?sh=4fdfbaff2177
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Question 
Explain the difference between training and development. How does a performance management system connect with training and development and compensation strategies?
Human Resource Training and Development
What improvements do you recommend to the performance management system in your organization and why?