CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

quality of output produced in the process. Simultaneously, coaching and guidance
process should be initiated as the job and the environment both will be new for the
individual and this task should be officially assigned to a management staff member other
than HR staff. In the mean while the HR staff should keep themselves abreast with the on
going performance and work patterns of the newly inducted staff, which will provide a
basis for designing the development plan for that individual.
Usually the stage is identified as probation period extending from three to six
months. But when it is communicated to the staff that they are in their probation period
this creates a sense of insecurity and they behave extra cautiously to hide their
weaknesses. Therefore, this period may be their probation period but they should be
given the confidence and the feeling of security by communicating that the specific
period is a training period.
Following coaching and guiding, and monitoring of the performance should be
the feedback stage. After evaluating the performance the individual should be given
feedback about his performance. If the performance is up the mark it should be rewarded
using any of the various kinds of reward strategy as accrue to that specific kind of
performance level, i.e., appreciation, financial incentives, job enrichment etc. at the same
time its important to mention that the monitoring of performance still continues after the
feedback.
Incase the performance is not up to the required mark then be advised by the
manager how to improve his/ her performance in terms of quality, efficiency or
affectivity. In case of the newly joining employees if the problem exist in the behavior
then he/she should be given a detailed insight into the organizational culture and the
requirement of the specific position. In case of the promoted employees a detailed
discussion should be held about the role he/ she has to play on that specific position. In
both the cases the employee should be communicated how his/ her behavior can affect
the performance and behaviors of other, and how he/ she should contribute to the overall
performance of the organization. The feedback should clearly highlight the strengths and
weaknesses of the individual so that he/ she become aware of his/ her capabilities.
Parallel to performance management, HRD strategies should also be put in action.
In the light of the performance monitoring results, the HR staff should work on the