Employee Performance

 

Figure 1: Performance Review Score Measurement Level 3d Illustration (Source: (123RF.com, 2021)

Employee performance refers to how well a person performs in their job, completes essential tasks, and behaves in the workplace. The quality, quantity, and efficiency of work are all factors in determining performance.

When leaders keep track of employee performance, they can get a sense of how the company is doing. This information not only serves to emphasize what companies can do now to improve their business, but it also feeds into future growth strategies.

However, placing a focus on employee performance doesn’t just benefit the business. It helps employees to reach their full potential, while also improving overall performance, which can have positive effects on morale and quality of work produced.

Finally, but most significantly, clients may be disappointed if personnel are underperforming. As a result, poor performance and a difficulty to meet goals may harm the entire company performance.

 

Measuring Elements of Employee Performance

Quality of work

It is the standard of the work that is produced

 

Efficiency or speed

A task done in a given deadline with no errors.

 

Reliability and Consistency  

The employee to takes the ownership and produces strong results with minimum supervision. Also it is quality of work is consistence.

 

 

Evaluation of Employee Performance

 

360-degree feedback

This method examines comments, opinions, and ratings from a group of people. This includes coworkers, managers, and those with whom the employee interacts.

Objective-based performance

Managers and staff collaborate to define performance goals and set clear deadlines for accomplishment using this strategy. Employees can recognize how their individual goals contribute to the bigger corporate goals when they are involved in the process of developing their objectives. This helps others comprehend what has to be done and why it matters.

A twist on the SWOT

A SWOT analysis, it’s best to swap ‘weakness’ with ‘areas for development’. Think of ‘opportunities’ as future opportunities for the growth of your employees and their development within the company

Self-evaluation

this method, the employee judges their own performance against questions set by the employer. 

 

Key point to Improve Employee Performance

• Investigate why the employee isn’t meeting expectations
• Discuss both the highs and lows of the performance
• Provide consistent feedback as they progress
• Create a positive workplace culture
• Prioritise Training and development
• Set realistic goals
• Regularly recognise great work and improvement
• Maximise the job satisfaction
• Act when you don’t see improvement

 

Literature reviews

Reward and recognition develop an enthusiasm among employees, increase their desire for work and also establish a linkage between performance and motivation of the employees (Flynn, 1998)

Incentives, reward and recognition are the basic factors for motivation of the employees (Board, 2007)

Employee engagement foresees the outcomes of the employees, financial and organizational performance (Baumruk, 2004)

HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell & Dean, 2017)

Training is a formal process by which talent development professionals help individuals improve performance at work (Association for Talent Development , 2021).

Organizations need to invest in continuous employee development in order to maintain employees as well as the organization success (Jehanzeb & Bashir, 2013).

Employee/ Workforce productivity is the amount of goods and services that a group of workers produce in a given amount of time (Wikipedia, 2021)

Conclusion

Performance of Employee is the success of an organization. When the employee performs it increases the revenues of the organization by keeping loss at a minimal. Organization need provide the tools to employee to perform in his/ her job roles. It is important that organizations provide training and evaluate the performance and provide reward and recognitions to employees. Happy employees will always keeps its performance at the highest level.   

 

References

123RF.com, 2021. Employee Performance. [Online]
Available at: https://www.123rf.com/photo_60903089_performance-review-score-measurement-level-3d-illustration.html?vti=nfz96qlcrg8e2kbvly-1-7
[Accessed 18 Decemebr 2021].

Association for Talent Development , 2021. What Is Employee Training and Development. [Online]
Available at: https://www.td.org/talent-development-glossary-terms/what-is-employee-training-and-development
[Accessed 18 December 2021].

Baumruk, R., 2004. “The missing link: the role of employee engagement in business success”.

Board, L. M., 2007. Coaching a stockholder on performance improvement option. Atlanta GA: s.n.

Flynn, . G., 1998. Is Your Recognition Program Understood. 1 July.

Jehanzeb, K. & Bashir, D. N. A., 2013. Training and Development Program and its Benefits to Employee. European Journal of Business and Management.

Snell , S. A. & Dean, J. J., 2017. Integrated Manufacturing and Human Resource Management: A Human Capital Perspective. Academy Of Management, 30 November .

Wikipedia, 2021. [Online]
Available at: https://en.wikipedia.org/wiki/Workforce_productivity
[Accessed 18 December 2021].

 

 

 

Employee Engagement

 

Figure 1: Employee Engagement (Source: (123RF.com, 2021)

Employee engagement is a notion in human resources (HR) that represents a worker's level of passion and commitment to their job. Employees that are engaged care about their work and the company's performance, and they believe that their efforts matter a lot. further these engaged employees are in it for more than the pay and they consider that their well-being is linked to their performance, and they work hard towards company's success.

 

Literature review 

Employee engagement has become a topic of interest to HR practitioners and line managers Employee engagement can be defined as the connection an employee has with their workplace. It relates to job satisfaction, motivation and involvement at work. Employee engagement has received a great deal of consideration in the last five years, especially in the popular press and among consulting firms. It has often been described as the key to an organization’s success (UK Essays, 2015)

Employee engagement foresees the outcomes of the employees, financial and organizational performance (Baumruk, 2004)

Employee engagement is defined as “an outcome of how employees perceive their work, leadership of their organizations, the recognition and rewards they receive, and the communication ethos of the organization” (Ugwu, et al., 2014)

It was found that there is a 5 percent increase in operating margin with 7 percent increase in employee engagement (Perrin, 2021)

It was found that one in five employees agree that they have an opportunity to do what they do best every day (Harter, et al., 2002)

One can say that employee engagement is vital to the success of any organization and as organizations globalize and depend more on latest technologies, there is always a need for engaged employees to present them an organizational identity (Vazirani, 2021)

 

Conclusion

As per the literature reviews above many scholars have identified that Employee Engagement is an important to all organization for it to be success. Those companies who score high on Employee engagement always have comparatively higher performance. Employers can foster employee engagement through effective communication, offering rewards, and discussing career advancement.

 

References

123RF.com, 2021. Diagram of Employee engagement. [Online]
Available at: https://www.123rf.com/photo_57231747_diagram-of-employee-engagement.html?vti=o92cdfl2i1ejik4ppp-1-97
[Accessed 17 Decemeber 2021].

Baumruk, R., 2004. “The missing link: the role of employee engagement in business success”.

Harter, J. K., Schmidt, F. L. & Hayes, T. L., 2002. Business-Unit-Level Relationship Between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-Analysis. Journal of Applied Psychology, May.

Perrin, T., 2021. Employee Engagement/Global Workforce Study. Employee Engagement.

Ugwu, F. O., Onyishi, I. E. & Sánchez, A. M. R., 2014. Linking organizational trust with employee engagement: the role of psychological empowerment. Emerald Insight , 14 April.

UK Essays, 2015. Employee Engagement And Organisational Performance Management Essay. [Online]
Available at: https://www.ukessays.com/essays/management/employee-engagement-and-organisational-performance-management-essay.php
[Accessed 18 December 2018].

Vazirani, N., 2021. Employee Engagement. SIES College of Management Studies Working Paper Series. SIES College Management Studies.

 

 

 

 

 

 

 

Recruitment

 

Figure 1: Recruitment (Source: (123FR.com, 2021)

 

Recruitment is the process of locating, identifying and attracting capable applicants for the positions that is vacant in the organization. Further we can say as the process of searching for prospective employees to apply for jobs in an organization.

 

Factors for recruitments

The process of recruitment is influenced by a variety of environmental factors.

• supply & demand
• unemployment rate
• Labour market
• Politico-social factors sons of soil
• image of the co.
• recruitment policy
• HRP
• Size of the firm
• Cost
• Growth & expansion

 

Recruitment policy

A good recruitment policy must contain the following elements 

• Organization’s objective
• Identification of the recruitment needs 
• Preferred sources of recruitment
• Criteria of selection and preferences
• Should be so designed as to ensure employment opportunities for its employees on a long-term basis and it should develop the potentialities of its employees
• The cost of recruitment and financial implications of the same Recruitment Policy 

Employee referrals

Employee referrals is a recommendation from a current employee regarding the applicant for the job. This is to make sure the applicant is right candidate for the position that is vacant.

 

Sources for recruiting

• Internal Sources
• Present employees
• Former employees
• Previous applicants
• External Sources
• recruitment Professional agencies
• Employee raiding/poaching Sources of Recruitment
• Recommendation by the employees, by customers, business partners, friends and colleagues.

 

Advantages of recruiting

• It improves the morale of the present employees
• Promotes loyalty among employees
• They are tried people, therefore, can be relied upon Less costly than external sources
• Require little training, as employees are already aware of organization’s policies and procedures
• Availability of talented candidates Opportunity to select the best candidate in the long run
• Obtaining newness in terms of knowledge, experience, strategies, network or connections, competitors business insides.

Disadvantages of recruiting

• Limited choice Stagnation of skills Creates conflicts Internal Sources of Recruitment
• It is expensive and time-consuming
• New recruits will be Unfamiliarity with the organization
• Discourages the existing employees External Sources of Recruitment

 

Literature review

"Recruitment means the efforts from an organization to identify, attract and influence the job choices of competent applicants" (Ployhart, 2006)

Attracting talent is critical not only for continuous competitive advantage but also for the survival of the business (Taylor & Collins, 2000)

 

Conclusion

This is one of the important processes in the organization. All starts in an organization from recruitment. The recruitment process needs to make sure the right employee is recruited to the organization. The right recruitment will lead to the success of the organization.

 

References

123FR.com, 2021. Recruitment Stock Photos and Images. [Online]
Available at: https://www.123rf.com/photo_144164359_group-of-business-people-use-their-gadgets-before-starting-a-business-meeting.html?vti=ngkh5agzqo3a5j57s5-1-5
[Accessed 17 December 2021].

Ployhart, R. E., 2006. Staffing in the 21st Century: New Challenges and Strategic Opportunities. Journal of Management, 1 December .

Taylor, M. S. & Collins, C. J., 2000. Organizational Recruitment: Enhancing the Intersection of Research and Practice. [Online]
Available at: https://ecommons.cornell.edu/handle/1813/75915
[Accessed 17 December 2021].

 

 

People Management Strategies

 

Figure 1: People Management Strategies Stock Photos and Images (Source: (123RF.com, 2021)

Managing people effectively will help to meet company deadlines, build mutual trust, friendship among people who spend a lot of time together in the office and identify opportunities for them for growth. These will help for personnel management skills in the workplace for achieving the goals and objectives of the organization. We will learn in this study on some of the best people management strategies for the success of the organizations. 

 

Recruitment & Selection

This is the first step needed to focus on which is getting the right person for the right job.

Prior to recruiting, should define the eligibility requirement for the position. Following is a brief guide line.  

•        Identify the role & responsibilities that the new recruit should be working on.
•       The knowledge required to handle the job.  
•       The skills and core competencies required for the job.  
•       Cultural fit that should poses of the new recruit

Recruitment and selection as the process of retrieving and attracting able applications for the purpose of employment. The process of recruitment is not a simple selection process, while it needs management decision making and broad planning in order to appoint the most appropriate manpower (Price, 2007).

 

Training & Development

 The employees are the assets of the organization, therefore developing the team is essential when planning growth. Identify potential employees who is in need of training and the type of the training required for each employee. Some of the common training requirement for employees in organizations are as follows;

•   Skills
•   Leadership
•   Technology (ERP’s, MS Office, Effective e-mail communication & Managing Inbox…etc)
•    Time Management   
•     Mentoring 

Training is viewed as a systematic approach of learning and development that improve individual, group and organization (Jehanzeb & Bashir, 2013).

Development is the acquisition of knowledge, skill, or attitude that prepares people for new directions or responsibilities (Association for Talent Development , 2021).

 

Performance Management

Each person’s performance measuring is necessary to ensure that the team is meeting expectations which is the goals and objectives of the organization. Also should allow for employees to give their feedback. If employees do not perform good, then give them an opportunity for improvements. Performance development means the improving the capacity of work performance of employees by giving training or providing new skills and higher level of responsibilities, it is very important for the company to improve the work process. (UK Esseys, 2016)

  

Employee Engagement

Do a survey to measure the satisfaction of each employee. The survey should be anonymous so that employees will open up their feelings and frustrations about the organization or the leaders or the wages/perks…etc.  

Employee engagement has become a topic of interest to HR practitioners and line managers Employee engagement can be defined as the connection an employee has with their workplace. It relates to job satisfaction, motivation and involvement at work. Employee engagement has received a great deal of consideration in the last five years, especially in the popular press and among consulting firms. It has often been described as the key to an organization’s success (UK Essays, 2015)

 

Rewards & Recognition

Employees must be rewarded and provide recognition in on open forum. Employee reward & recognition is one of the main sources for motivation. Motivated employees do good quality job, produces good results and performs with a great commitment towards the given job role. further they are keen to walk the extra mile to take the organization to a greater height.

 

Maslow’s Need Hierarchy Theory

There are two types of needs according Maslow’s Need Hierarchy theory.  They are as follows;

•                Lower level needs

Lower level needs are the basic biological human needs such as food, shelter, sex and dress.  (Zeb, et al., 2014)

 

•              Higher level needs.

This is level needs are for the persons who tries to achieve after full filling the Lower level needs which is the self-esteem and self-actualization needs. Recognition is a self-esteem need. Employee’s recognition requires for the employees who have full filled the lower level needs. (Zeb, et al., 2014)   

 

Reward and recognition develop an enthusiasm among employees, increase their desire for work and also establish a linkage between performance and motivation of the employees (Flynn, 1998)

Recognition is monetary and non-monetary rewards offered in the public place or communicated in the work place regarding the success or accomplishment of an individual (Hellman, 2010)    

 

Conclusion References 

People Management Strategies should be closely monitored for organizational success. People or the employees could get dissatisfied, demotivated, Lack of knowledge for curtains job roles on a continuous basis according situation that the employees have to face. It is important to follow up and manage the above highlighted areas in order to meet the goals and objectives of the organization. This could take organization to a greater success.

 

References 

123RF.com, 2021. People Management Strategies Stock Photos and Images. [Online]
Available at: https://www.123rf.com/stock-photo/People_Management_Strategies.html?oriSearch=human%20resources%20management&page=5&sti=o35hgnwvvf6c1xa6oq%7C
[Accessed 18 December 2021].

Association for Talent Development , 2021. What Is Employee Training and Development. [Online]
Available at: https://www.td.org/talent-development-glossary-terms/what-is-employee-training-and-development
[Accessed 18 December 2021].

Flynn, . G., 1998. Is Your Recognition Program Understood. 1 July.

Hellman, C. M., 2010. Job Satisfaction and Intent to Leave. The Journal of Social Psychology , 02 April.137, 1997(6).

Jehanzeb, K. & Bashir, D. N. A., 2013. Training and Development Program and its Benefits to Employee. European Journal of Business and Management.

Price, A., 2007. Human Resource Management in a Business Context. s.l.:Thomson.

UK Essays, 2015. Employee Engagement And Organisational Performance Management Essay. [Online]
Available at: https://www.ukessays.com/essays/management/employee-engagement-and-organisational-performance-management-essay.php
[Accessed 18 December 2018].

UK Esseys, 2016. Performance management. [Online]
Available at: https://www.ukessays.com/essays/management/performance-management-2.php#citethis
[Accessed 18 December 2021].

Zeb, A., Rehman, S. u., Saeed, G. & HamidUllah, 2014. Relationship between Reward and Recognition. Abasyn Journal of Social Sciences, 7(2).

 

 

What is Human Resources Management

 

Figure 1: Human Resources Management (Source: (123RF.com, 2021)

 

Human resource management (HRM, or simply HR) is a role in organizations that aims to maximize employee productivity in support of their strategic goals.

Human resource management (HRM) is basically concerned with how people are handled inside organizations, with an emphasis on policies and procedures.

 

 

 

 

 

 

 

 

 

 

HRM has many definitions and some of them are as follows;

 

Figure 2: Definitions of HRM (Source: (Collings & Wood, 2009)

 

Responsibility of HR departments

•         Employee recruitment
•         Training and development
•         Performance appraisal
•         Rewarding
•         Industrial relations maintaining organizational practices with government regulations/ laws.

 

Practices of the HRM

Following are the lists of the functions of HR (Ulrich, 1996)

•            Aligning HR and business strategy
•            Re-engineering organization processes
•            Listening and responding to employees
•            Managing transformation and change

 

Conclusion

Human Resources Management (HRM) is an important function in the organization where manages all employees’ rights according the government regulation with a strategy aligning to organizations goals and objectives. The HRM function takes responsibility of an employee from the time an employee is recruited and till the employee leaves the organization. The HRM department maintains all records of the employee and maintains the privacy of each of the records.    

 

 

References

 

Collings, D. G. & Wood, G., 2009. Human Resource Management: A critical approach. Abingdon, Oxon: Routledge.

Ulrich, D., 1996. Human Resource Champions. The next agenda for adding value and delivering results.. s.l.:Harvard business School Press.

 

 

The Effect of Teamwork on Organizational Performance

 

Figure 1: Team Work Stock Photos and Images (Source: (123RF.com, 2021)

Team work is important to an organization to achieve its Goals and Objectives. Organization puts individual in teams and expect them to achieve its goals and objectives. Individuals have to perform on their role functional activities while working as a team to meet the goals and objectives. Having a team in an organization is now common. Many organizations are experiencing good results of using the team work module. Team work always has a positive consequence.

Work should be evaluated in the organization with the following parameters  

1.       Schedule

A schedule is the predetermined time for the completion of a project (Larsen, et al., 2016).  

2.       Quality

The work should be completed a perfection manner where the company’s revenues, production capacity, or other expectations are met as required (Baykasoğlu, et al., 2019).

 

3.       Costs.

The costs that are likely to be incurred across the phases toward project actualization. Successful projects either depict falling below the costs estimated or showing insignificant deviations, with a high matched value of the quality expected (Steinmo & Rasmussen, 2015).

 

4.       Success.  

Is the achievement of the Organizations goals and objective.

 

The Two Parameters for teams to perform

Team trust,

This refers to cohesion among team members.

Team members, are easily influenced by what other members do or say within the scope of the project. (Breuer, et al., 2016)

Team trust is vitally important, as its presence makes the team members cooperative and renders the project’s delivery easily achievable. The absence of team trust may affect the delivery of a project adversely. Team trust is majorly derailed by factors such as individual animosity between team members and the loss of focus on the project’s outcome. (Hudson, 2021)

 

Organizational goals and culture

The organization culture play’s a major role to achieve the goals of the organization. The culture work environment should make the employees happy.  

Further, the Organizations should render appropriate top management support to the project teams, which significantly makes projects successful (Lee, 2018).

 

Literature review

The definition of a team work is “A group of workers having integrated skills research together to achieve a common goal in a regularity framer work” (Abuzid & Abbas, 2017).

A study was carried out on 45 business units to measure performance of the teams in the light of information sharing and job diversity and found that the job diversity negatively affected performance contrary to information sharing which affected positively (Bunderson & Sutcliffe, 2003).

Investigation done to see the relationship between leadership dimensions such as trust and contribution with the performance of the team members and identified a positive significance of the leadership dimension with the performance of the team (Cogliser, et al., 2012).

When employed in projects, teamwork boosts productivity among the employees (Hudson, 2021).

Effective teamwork is essential in increasing productivity among employees (Blanchard, 2018).

Correction of mistakes logically, and presenting all team members to be partners in solving problems is a crucial element of a team (Lee, 2018)

 

 

Conclusion 

When there is team work in the organization the performance of the organization increases as all employees works as one unit to achieve the organizations goals and objective no matter what problems or obstacles they have to face. If there is a mistake done by a member, the team will correct it immediately and move forward to achieve the ultimate goals and objective of the organization.

 

References 

123RF.com, 2021. 123RF.com. [Online] 

Available at: https://www.123rf.com/photo_97072375_sketch-of-working-little-people-with-big-word-teamwork-doodle-cute-miniature-scene-of-workers-and-fl.html?vti=nmtoyczswfi2j9xkvh-1-10

[Accessed 18 December 2021].

Abuzid, H. F. & Abbas, M., 2017. impact of teamwork effectiveness on organizational performance vis-a-vis role of organizational support and team leader's readiness. Journal of Engineering and Applied Sciences, July.

Baykasoğlu, A. et al., 2019. Revenue management for make-to-order manufacturing systems with a real-life application. The Engineering Economist, 1 March.

Blanchard, K., 2018. Leading at a Higher Level: Blanchard on Leadership and Creating High Performing Organizations, Third Edition. s.l.:FT Press.

Breuer, C., Hüffmeier, J. & Hertel, G., 2016. Does trust matter more in virtual teams? A meta-analysis of trust and team effectiveness considering virtuality and documentation as moderators. 26 May.

Bunderson, J. S. & Sutcliffe, K. M., 2003. Management team learning orientation and business unit performance. Journal of Applied Psychology, 1 June.

Cogliser, C. C., Gardner , W. L., Gavin, M. B. & Broberg, J. C., 2012. Big Five Personality Factors and Leader Emergence in Virtual Teams: Relationships With Team Trustworthiness, Member Performance Contributions, and Team Performance. Sage Journals, 29 October.

Hudson, T., 2021. Impact of Teamwork on Organizational Performance. [Online] 

Available at: http://goodprojectmanagement.com/impacts-of-teamwork-on-organizational-performance

[Accessed 18 December 2021].

Larsen, J., Shen, G., Lindhard, S. & Brunoe, T., 2016. Factors Affecting Schedule Delay, Cost Overrun, and Quality Level in Public Construction Projects. Journal of Management in Engineering, `.

Lee, A., 2018. The Case for Mindful Leadership. People + Strategy Journal.

Steinmo, M. & Rasmussen, E., 2015. How firms collaborate with public research organizations: The evolution of proximity dimensions in successful innovation projects. Journal of Business Research, September.

The Effect of Employee Training and Development on Employee Productivity

Employee Training and development is one of the keys for success and sustainability of an organization. Well trained employees will be assets to any organization. These trained and developed employees will produce better results with minimal re-workings and with minimal supervisions. This describes that well trained employees are effective and efficient, that is they are productive.

Organization should invest on training and development by forecasting for long term results. This will enable the organization to be more come competitive in the market by having well trained skillful employees where they will increase the productivity of the organization. 

Figure 1: Vector — Training. Chart with keywords and icons. Sketch (Source: (Training And Development Stock Photos And Images, 2021)

 

Employee Training

Training is the organized way in which organizations provide development and enhance quality of new and existing employees. it is the series of activities embarked upon by organization that leads to knowledge or skills acquisition for growing purposes. Thereby, contributing to the wellbeing and performance of human capital, organization, as well as the society at large (Muhammad Nda & Fard, 2013).

Training is viewed as a systematic approach of learning and development that improve individual, group and organization (Jehanzeb & Bashir, 2013).

Training is a formal process by which talent development professionals help individuals improve performance at work (Association for Talent Development , 2021).

 

Employee Development   

Development is the acquisition of knowledge, skill, or attitude that prepares people for new directions or responsibilities (Association for Talent Development , 2021).

Organizations need to invest in continuous employee development in order to maintain employees as well as the organization success (Jehanzeb & Bashir, 2013).

 

Employee Productivity

Employee/ Workforce productivity is the amount of goods and services that a group of workers produce in a given amount of time (Wikipedia, 2021)

 

The Training and Development should cover the following areas

• Increase the knowledge of employee,
• Increase the skills of the employee
• Motivation of Employee

Figure 2: Relationship Cycle (Source: (Singh & Mohanty, 2012)

Conclusion

Organization should identify the employees who could learn and adapt to the changes that the organization is looking for. These identified employees needs to be given the required training and develop them to work for the goals and objectives of the organization. 

The moment the employees has the training and development, there will be less errors made in his/her job role. Results of less errors will be more effective and increases the efficiency. This leads to higher productivity in the organization. 

Further the training and development of employees will not only benefits the organization it also develops the individuals personality and it is contributing to producing good personalities to the society. This should be a long-term plan of the organization. 

 

References 

Association for Talent Development , 2021. What Is Employee Training and Development. [Online]
Available at: https://www.td.org/talent-development-glossary-terms/what-is-employee-training-and-development
[Accessed 18 December 2021].

Jehanzeb, K. & Bashir, D. N. A., 2013. Training and Development Program and its Benefits to Employee. European Journal of Business and Management.

Muhammad Nda, M. & Fard, D. R. Y., 2013. The Impact Of Employee Training and Development on Employee Productivity. Global Journal of Commerce & Management Perspective, December .Volume 2.

Singh, R. & Mohanty, M., 2012. Impact of Training Practices on Employee Productivity. Inter science Management Review, 2(2).

Training And Development Stock Photos And Images, 2021. Training And Development Stock Photos And Images. [Online]
Available at: https://www.123rf.com/clipart-vector/training_and_development.html?sti=njdzucroma9l8lzvvp|
[Accessed 18 December 2021].

Wikipedia, 2021. [Online]
Available at: https://en.wikipedia.org/wiki/Workforce_productivity
[Accessed 18 December 2021].