Performance Appraisal and the Training Program in Mercury Energy
The purpose of the paper is to provide an adequate view on the performance appraisal and the training program within the firm Mercury Energy. To effectively analyse the performance appraisal and the training program the organisation mercury Energy is the vital activity in the field. There is numerous problem regarding the employee performance are the lack of training then the ineffective review of the job performance in the firm. The performance appraisal program is the 360-degree feedback Psychological Appraisals, Rating scale, and checklist. The effective training program for the improvement of performance has been developed within the firm. The training effectively provides the patient and the attentiveness of the employees towards the training activity. The training is being delivered with the help of the lecture and the discussion method. The level of Kirkpatrick’s model also helps to analyse the training evaluation level within the field.
Mercury Energy is the electricity generation and electricity retailing company of New Zealand. The organisation was founded in the year 1999, and it operates 9 hydroelectric generating stations in the country (Energy Made Wonderful, 2018). The mission of the firm is to provide energy freedom all over the country and provide suitable access to the people of New Zealand. The vision statement of the firm is to be the largest electricity provider in the world. The primary product of the firm is electric power that they provide all over the country. The organisation also perform suitable service provider of the electricity retailing all over the country (Mercury Financial report, 2018). The performance appraisal along with the training program is highly essential for the development of cultural activity and the production level of the firm. The purpose of the paper is to provide an effective view on the performance appraisal and the training program within the firm Mercury Energy.
Finding and Analysis
Employee performance problems
Lack of training: The working function in the production department has gradually decreed due to the shortage of a training program, and for that, the performance level of the employees along with the company have decreased. In the present day working place the most effective concern is the lack of employee training within the firm (Iqbal, Anwar, & Haider, 2015). It can be seen that for Mercury Energy the practice is the vital concern of the business to improve their production and to deal with the performance problem. Every skill within the business process has to maintain the performance of the employees with the suitable and effective training program. It is essential for the firm to have the appropriate and effective training program within the field for the betterment of the working function within the field.
Ineffective review of the job performance: The job performance review is the most essential and effective process within the firm for the development of a business process within the field. It is highly necessary to improve the situation and provide the increased performance level within the market (Fox, Webster, & Casper, 2018). The managers or the executives of the firm mostly review the performance of the employees as they have to perform and for that, the production level of the firm are highly affected. It is essential for the management to have a suitable performance review program for dealing with the performance level of the staff in the production department of the business.
Performance appraisal process and methods
360-degree feedback: This technique is the most systematic collection of the performance data that also on the individual group or the stakeholders of the firm and the workforce (Karkoulian, Assaker, & Hallak, 2016). This technique helps to provide suitable analysis regarding the interpersonal skill, team building skill as well as the customers' satisfaction which help to analyse the performance level of the non-executives.
Psychological Appraisals: These primarily assess the employees for the potential regarding future performance in the firm (Dusterhoff, Cunningham, & MacGregor, 2014). This is done by in-depth interview as well as the psychological test for assessing the performance level of the production executives and the non-executives. The appraisal primarily depends on the skill of the psychologist that evaluate the firm.
Rating scale: This scale consists of the numerous numerical scale that represents the job that is related to the performance criteria (Singh, 2015). The executives of the production department will have the rating scale for the workforce regarding their daily activity in the firm.
Checklist: This method is highly effective for checking the working activity of the workforce within the production department. This process is quite easy for the administration to monitor the performance level and the activities of the workforce within the production department of the firm.
Development of the training programme
a) The training title is to improve the performance level of the non-executive staff. The training will be held on 26th December 2018 from 9AM till 6PM. The training will be of one full day with two breaks, and all the non-executive of the production house are involved within the process. The training program will start with the introduction of the performance appraisal to the trainee. Then suitable information regarding the development of working function and the way to stay happy at the workplace is another topic that will be discussed within the training program. The trainers will also be provided with the training of suitable process for performing the activity in a production house in the most effective way.
b) Customer service skills
Patience: The training program is highly effective for the development of patience among the staff members to enhance their performance level within the firm (Jiang, Chuang, & Chiao, 2015). This is essential for the staff members to provide their best service within the field and enhance the production level of the firm in the crucial period.
Attentiveness: The training program is also essential for the improvement of attentiveness of the non-executive staff in the business (Jiang, Chuang, & Chiao, 2015). This is important for the non-executive staff to pay attention to every step of the working function and deal with the situation in the most suitable way.
Training delivery methods
Lecture method: This method is highly effective for the training program to make the non-executive understand regarding the topic of training (Ahn, Park, Park, & Kim, 2015). This is done by the trainers and the lecturers regarding the various factor regarding the improvement of performance level within the firm.
Discussion method: This is the two-way communication that took place during the end 2 hours of the training program (Ahn, Park, Park, & Kim, 2015). This will help the trainee to get their doubt clear and also have suitable information regarding various information within the field.
c) Two Training evaluation level
Reaction: Reaction is the 1st level of Kirkpatrick’s model which show the effective reaction and respond of trainee towards the training. This evaluation process is the primarily quantitative and even the feedback to the training along with the trainer (Abdulghani et al., 2014). The effectiveness of the training program is highly analysed by the feedback and the reaction of the trainee towards the training program of performance appraisal.
Learning: It is the 2nd level of Kirkpatrick’s model where the evaluation is done on the changes in attitudes than the skills and the knowledge of the trainees (Abdulghani et al., 2014). It involves the observation as well as the analysis of the training program. This is highly essential for the performance training program to deal with the situation and provide the best training to the non-executive staff. '
The paper concludes the performance appraisal program within the firm that is essential for the development of the business. The primary strength of performance appraisal is to improve the production level. The weakness that could be seen in the process is that the single document is not enough for the process. The paper also concludes that the training program is the most effective for the development of performance level. The strength of the training program is to enhance the business process. The weakness of this program is the lack of flexibility within the business process.