“You cannot predict the outcome of human development. All you can do is like a farmer create the conditions under which it will begin to flourish.”
“We see the world, not as it is, but as we are — or, as we are conditioned to see it. When we open our mouths to describe what we see, we in effect describe ourselves, our perceptions, our paradigms.”
By Stephen R. Covey
“We are going to emancipate ourselves from mental slavery, for though others may free the body, none but ourselves can free the mind. Mind is our only ruler; sovereign.”
By Marcus Garvey
In addition to performance, effective training can improve workers’ morale and the organization’s potential. But inadequate training can be a source of frustration and result in an outcome that is contrary to what one wants.
In order to manage the training effectively, we have to consider four steps: detection and analysis of training needs, generation of a training plan, execution of this plan and evaluation to improve the process on a continuous basis.
The performance management system helps development, both from the organizational and individual point of view. It allows to take stock of what has happened and to project actions for the improvement in the future. Thus, it fulfills a dual objective: evaluation and development.
This system is complemented by training in the development policy of the human factor in the organization.
The remuneration system must be projected towards the motivation of the human factor of the organization, and be competitive enough to attract and retain the best personnel, facilitate the promotion of people and make it possible to differentiate levels of performance in terms of quality, productivity and efficiency.
The compensation system is, therefore, an instrument to improve organizational results, as well as an incentive for the development of the human factor of the organization.