A Canadian Perspective on Aurora’s HRM Training and Performance Management Programs Serge Sousa F University of Winnipeg PACE HR Management Principles of Human Resources Tanya Cole A Canadian Perspective on Aurora’s HRM Training and Performance Management Programs Aurora is a multi-national organization built around the company’s key product and hugely popular cloud computing platform. Aurora is a diversified and continuously changing business organization. The human resource management (HRM) department is required to utilize various strategies to support their ever-changing workforce needs. The HRM department at Aurora implements effective employee training programs to prepare their new hires. These programs …show more content…
It effectively integrates new hires by making them feel at home. As a result, it increases employee stability by being transparent in introducing the company’s culture, practices, and values. The return on investment is evident in the reduction of employee grievances, errors, and anxiety. To further improve on a well - rounded training program, I would recommend the following: 1. Implement an EDP Employee Development Plan. This would assess existing employee needs and link existing competencies and skills. My HRM department can then determine if existing human resource skills are relevant. It will also identify learning and development activities through job enrichment to recruit from within. 2. Put into place further training techniques designed off-the-job. An off-the-job training model focused on job enrichment and career development could save the company money and prepare employees for future roles within the organization. Various job training techniques can be used such as: labs, self-study, and web-based learning. The benefits would be that new hires and current employees would begin to prepare for new roles in the future without costing the company too much. This will also reduce the need to recruit from outside. 2. Aurora’s Performance Management …show more content…
The individual-based interviews focus on skills, abilities, and knowledge. Teams often change for different projects at Aurora; So, team performance reviews are vital as they examine how employees perform in a group. These performance interviews are often unstructured and can be both formal or informal and based on productivity. Evaluation and Recommendations: Most of Aurora’s performance appraisals HRM conducts are effective and work well. They are mainly concerned with performance problems in the areas of productivity and group behaviors. This is effective in identifying any groupthink symptoms which may arise. The appraisal programs can fail to focus on the quality of work and specific individual negative behaviors. Some of the issues HRM faces with employees include power struggles and tardiness. I would recommend the following: 1. Personal 1:1 Evaluation Interviews A personalized interview will help identify specific problems with an individual employee and allow the employee to express themselves freely. Both I and the employee can offer suggestions and discuss improvement measures. I believe this will be an effective tool to isolate individual