Competence development is one of the most talked-about topics today in the field of Human Resource Management. For a long time, training of employees, provision of incentives, and performance appraisals have been considered as useful tools. They offer companies and organizations the upper hand when it comes to the maximization of the efficient and effective use of employees at the workplace.

Effective coaching, reward systems, and conducting appraisals not only cultivates productivity, but it also encourages professional and personal development. This results in the satisfaction of the positions held at work and organizational commitment.

1. Training 

Training is a crucial instrument in fostering employees’ loyalty, personal development, performance, and a sense of belonging. Employee training programs could help organizations to retain their competitiveness in the job market. 

Employees give full support to the idea of supplementary training, which subsequently means that businesses could use regular training to keep their employees satisfied, and committed to the value and objectives of the organization.

 It is safe to conclude that the correlation between employee training and job satisfaction and commitment is positive. This leads to the conclusion that opportunities to advance careers and improve employees’ skills have a direct impact on organizational commitment. Additionally, training contributes to individual personal development as it significantly enhances their expertise, knowledge, and general employee performance and productivity.

Before the organization implements any training programs for the employees, it must understand the existing gaps before formulating a plan for improving on existing skills and introducing new ones.  

 2. Performance appraisal

Performance evaluation is a tool that the organization could use to achieve its objectives. Performance appraisal plays a significant role in helping individuals to meet the set targets. Performance appraisal is used by organizations to develop human capital and to strategize on rewards. As much as the workforce is aware of the existence of the system, it is vital to get a deep insight into the same, through training on how it works or is used by the management. To make it even more effective, it is imperative that it gets revised and be structured in a way that will be in line with the current work environment. It means that first, there should be relative penalties put in place, rewards, and proper dissemination of comprehensive feedback. Thanks to NobelCom international calling cards, managers can communicate with employees from overseas

Also, it is essential that the organization focused on using performance appraisal to determine at what point one should get a salary increment, reward, and career advancement opportunities. The options are limitless. Thanks to technology, the organization could implement automated tools that will aid the management in formulating plans for competence development. More so, performance evaluation systems by setting individual expectations, keep track of the employee’s progress and monitor the results of the process. Such platforms will aid the management in both ensuring that the employees are on track and put in place performance objectives to guide the employees. Performance evaluation tools will help the administration to oversee and assess results.

3. Provision of incentives

Rewards play a significant role in boosting employee performance in an organization. While performance and training make a crucial contribution, incentives seal the whole deal. What rewards do is that they embellish satisfaction and commitment. Incentives could be anything from giving remote employees prepaid calling cards to connect with the organization to giving them a day or two off after a productive week. Employers translate the value the organization receives in service from the employee through remuneration.

 By making the remuneration match with the value that the employee gives, the business will give them more morale and motivation to perform. Adopting reward or incentive plans after every performance cycle will go a long way in keeping the employees on their toes. Depending on the organization’s performance appraisal cycle, having annual incentive plans could be motivational to the employees as they stay hopeful of being rewarded for an excellent performance. It is an effective way of boosting employee’s morale to work and remain committed to the organization.

Competence development opportunities such as performance appraisal, training, and provision of incentives affect the performance of employees in other organizations.