Impact of Training and Deveolpment, Performance Appraisal and Reward System on Job Satisfaction

Abstract

IntroductionOrganization is a cluster of people who work together to accomplish its goals and objectives. In any firm people work called employees. Employees are the asset of the firm. To select, attain and retain an employee is mainly thorny task in any firm. Organizations require that personality who can be advantageous for it along with employee wants superior remuneration, recompense, holidays, additional benefit, gross etc. performance appraisal and reward system are the best methods. When an employee is satisfies with his job his production robotically increases.Job training and job satisfaction are the major factor in any organization. These have been researched for many of the years at a wide range, but as the time passes we gather new research and literature review can b helpful in this. Training is a set of activities which is helpful for the employees of the organization that augment its knowledge, skills and competencies. After training he can perform even better and helpful for organization to achieve goals as well.(Schmidt., 2010). Training is provided at every level but epoch, skill level and back ground may differ. 20 years ago training was not paid too much attention in any organization but after 20 years it became a major part in any firm. Truitt, D. L. (The Author(s) 2011).Training effecet employee performance and its satisfaction. A survey was conducted by United kingdom in 2006 that shows that 87% of organizations has tto face difficulty while recuiting the staff and if we study deeply we will come to know that 72% of them were those who have skill gaps 60% need improvement and in a recent review organization of Economic Corporation states that shortage of skills can also effect economic growth. In any industry training is needed to be ensur and this is the major responsibility of an HR manager. Training is also conducted to increase information technology, skills, problem solving and to increase their communication skills.(SILA, 2014).History of performance appraisal started in early 20's by Taylor but it was not enough for broader terms. Appraisal has been used since many years. Without appraisal system we cannot judge any person any employee in any organization .In 1950's appraisal used as a tool of motivation and development of any employee. (Mohsin Alvi M. S., 2015). It is an interaction between the supervisor and subordinate and usually conducted through interview (Vignaswaran, 2008).Performance appraisal influence on organization commitment and citizenship behavior these factors are directly related to job satisfaction and as a result employee's productivity increases or decreases. Employee with high level of performance appraisal are more satisfied with their jobs but our existing system has a lack of appraisal that can check the actual effectiveness of an employee. (Dr.s.Kuppusamy,2014) . Employee's that work under pressure can never increase the productivity. A friendly env ironment and corporation and coordination of mangers can help them to perform their jobs well. Warming up giving fair chances of promotions, low work load, security could be the reasons of increasing productivity and can be result of job satisfaction. Job satisfaction can also leads to mental satisfaction and a source of happiness for any employee at any level. (Saxena Neha, 2015).Motivation is a sum of many processes which influence directly and indirectly on employee performance and productivity. Today employee will work if he be motivated. Motivation depends on some intrinsic and extrinsic factors. Employee will be motivated if he will be rewarded with bonus, holiday package, incentives extra salary and some words of encouragement can also increase its moral and if the employee has motivated he will be focused to achieve the goals. He will work even harder. (Ali Usman, 2010).Job satisfaction is also called employee satisfaction. It describes whether the employee is happy with his job, work environment, supervision etc. …