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to work for less than that figure； if they do； either they are not good at
their job； a poor time keeper or have some other disability that you will
find out about later； or they are good and when they find out they will
feel cheated and leave。 The easiest way to find the going rate is to look
at advertisements for similar jobs in your area or visit PayScale （
payscale 》 FOR EMPLOYERS） where you can get accurate realtime
information on pay scales。
154 The Thirty…Day MBA
。 Include an element of incentive for achieving measurable goals。 This
could be mission； perhaps the easiest reward system； but it really
only works for those directly involved in selling。 Or a bonus for successful
performance； usually paid in a lump sum related as closely as possible
to the results obtained。 The Chartered Institute of Personnel and
Development （cipd。uk 》 Subjects 》 Pay and reward） gives
further guidance on a prehensive range of reward options。
。 Benefits in kind are a form of pensation that is not part of basic
pay and that isn’t tied directly to their performance。 Pension； working
conditions； being allowed to wear casual dress； on…site childcare；
personal development training； pany product discounts； flexible
hours； telemuting and fitness facilities are all on the list of benefits
that are on offer in certain jobs today。 There may be tax implications
on benefits in kind and the Digita Use of employer’s assets： benefits in
kind calculator （digita/tiscali/home/calculators/employersa
ssetscalculator/default。 asp） will help work out if tax is due and if so
how much。
。 Team awards can be used to engender be。。er teamwork。 Where money
is involved it should be spent on things of value to the team。 It could be
an evening out； or any other social event。 It could also be used to buy
a business asset that’s nice to have but could not really be justified on
business grounds； for example a dedicated photocopier。
Appraisals
An appraisal is almost certainly an MBA’s first point of contact with an
organization’s systems and the most likely one to cause dissatisfaction and
frustration。 Although supposedly not about blame； reward or even praise；
that’s how it ends up。 Its output is a personal development plan to help
everyone perform be。。er and be able to achieve career goals。
There are plenty of standard appraisal systems and procedures； many
are li。。le more than a tick boxes and rating process； others are built around
buzzwords such as ‘360 degree appraisals’； meaning that staff below and
above as well as peers have an input into the process。
There are really only four ground rules for successful appraisals：
。 The appraisal needs to be seen as an open two…way discussion between
people who work together； rather than simply a boss/subordinate relationship；
and prepared for in advance。 Discussion should be focused
on achievements； areas for improvement； overall performance； training
and development； and career expectations and not salary （that’s for a
separate occasion）。
。 It should be results oriented rather than personality oriented。 The appraisal
interview starts with a review against objectives and finishes by
se。。ing objectives for the next period。
Organizational Behaviour 155
。 Appraisals should be regular and timely。 At least annually； perhaps
more frequent in periods of rapid change。 New employees should be
appraised in their first three months。
。 Sufficient time should be allowed and the appraisal needs to be carried
out free from interruptions。
EPIC Training and Consulting Services has a free Workforce Development
Toolkit on its website； including a guide on carrying out appraisals and
templates for both appraiser and appraisee （h。。p：//workforce。epicltd）。
Development
If an organization is only as effective as the people it employs； it follows
that the money invested in developing them and improving their skills
should translate into improved results for the business as a whole。 The
statistics support the argument that money spent wisely on development
pays dividends； so as a task it forms a major part of the human resources
department’s workload。
Two acronyms an MBA will find useful to pump…prime any development
plan are the following。
KSAs （Knowledge； skills and attitudes）
Development programmes have learning objectives in each of these three
areas and all three aspects need to be addressed for development to have
the greatest impact：
。 Knowledge； described as perception； learning and reasoning。 Would it
was as simple as that； but the HR and learning gurus have subdivided
that into： declarative knowledge or factual information； procedural
knowledge； that is； understanding how and when to apply the facts；
and strategic knowledge； used in planning and evaluating。
。 Skills are concerned with a proficiency level； for example in using a
so。。ware application such as Excel； making a presentation； operating
equipment； closing a sale or negotiating a deal。
。 A。。itudes are the positive； negative or neutral feelings arising out of
opinions and beliefs concerning actions that affect motivation levels；
which in turn influence a person’s behaviour。
TNA （Training needs analysis）
This process identifies the gap between the skills an organization needs to
achieve its strategic and tactical goals and the skills employees currently
have。 Employee surveys； management observations； customer ments
and appraisal are all among the tools used to gather information to identify
training needs。 （See Figure 4。12。）
156 The Thirty…Day MBA
Organizations have a wide repertory of tools to apply to ensure that people
are developed。 Governments have an interest in encouraging training and
o。。en provide information on where training programmes are being run as
well as offering grants to help with the costs。 These should be explored at
the outset； as any financial assistance can sweeten the budgetary pill。 The
main options in terms of learning methods are：
。 On…the…job coaching and mentoring： This is where people learn from
someone more experienced how a job should be done。 The advantages
are that it is free and involves no time away from work。 It should also
be directly related to an individual’s training needs。 However； it is only
as good as the coach and if they are untrained you could end up simply
replicating poor working standards。
。 In…house classroom training： This is the most traditional and familiar
form of training。 Some； or all； of your employees gather in a ‘classroom’
either on your premises or in a local hotel。 You hire in a trainer or use
one of your own experienced staff。 This method provides plenty of
opportunity for group interaction and the instructor can motivate the
class and pay some a。。ention to individual needs。 The disadvantages；
particularly if it is held away from your premises； are that you incur
large costs that are more to do with hospitality than training； it is time
consuming and it may be difficult to release a large enough number of
employees at the same time to achieve economies of scale。
。 Public courses： These are less ex