Performance appraisal as the basis of determining training need
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Performance appraisals are used to identify individual training needs by assessing whether employees have the required knowledge, skills, and abilities to perform their work properly. A needs assessment identifies performance gaps between the required and actual performance levels. There are several techniques for analyzing the organization, jobs, and individuals to determine the sources of performance gaps and whether they result from a lack of knowledge, skills, or abilities that could be addressed through training. The output of a training needs assessment identifies both training needs to address performance gaps caused by deficiencies, as well as non-training needs caused by other issues like policies, processes, or motivation.
Performance appraisal as the basis of determining training need
- 1. Performance Appraisal as The basis of Assessing Training Need Sadhika Katiyar Babita Rafia Pranay Ranjan Srivastava
- 2. “It is important to identify training needs before trying to implement any training solutions.”
- 3. PA is the relatively accurate approach for individual training and development needs. The main aim of this approach is to find out whether employees on the given work have the required K&S to it properly or not. Introduction
- 4. A needs assessment is the process of identifying performance requirements and the "gap" between what performance is required and what presently exists. Needs Assessment Definition
- 5. To meet: • production targets • audit requirements • legislation • career and personal goals 19 Why identify training needs?
- 9. Organizational analysis Analysis of objectives Resource utilization analysis Environmental scanning Organizational climate analysis Technique • SWOT Analysis • Organizational scanning • PEST Analysis
- 10. Operational/ Job analysis Define the job Determine where to collect information Identify the method to use Gather and analyze data Technique • Task / KSA Analysis • Competency Analysis • Skill inventory
- 11. Person analysis Performance is satisfactory or not and training is required Whether the employee is capable of being trained Specific area in which training is needed State whether poor performances on the job need to be replaced by those who can do the job. Technique • Performance Appraisal • Self-rating • Critical incident • Tests
- 12. How performance appraisal links to training need assessment?
- 13. Performance Gap Actual level of performance Current desired level of performance (Projected) Desired level of performance Discrepancy Discrepancy Reveals Reveals Immediate Training Need Long Range Training Need
- 15. Is it a problem of skill(Training need) or a problem of will?(Non-training need) I don’t wanna! I don’t know how. I don’t wanna! Determine Cause(s)
- 16. Causes of Performance Gap KSA Deficiency Reward/punishm ent Incongruence Inadequate Feedback Obstacles in the System Performance Gap
- 17. Steps of training need identification process Developing action plan Providing feedback Data analysis Data collection of needs Design of needs analysis Problem identification
- 19. TNA : Output Training Needs -Performance gaps that resulted from the lack of KSA and which training is necessary.
- 20. Provide training Provide practice Provide feedback Simplify the task Develop a job aid OJT Transfer Terminate If KSA deficiency..
- 21. “Attitude” “Skills” “Knowledge” Optimal Performance Obstacle: Gaps in Required Skills Solution: Performance- Based Instruction Obstacle: Lack of Motivation Solution: Rearrange Consequences Obstacle: Knowledge gap Solution: Giving the knowledge Different Obstacles Call for Different Solutions
- 23. Know entry level of trainees Assess trainees’ awareness of that level Needs analysis Performance appraisal Increase awareness of level of competence Move from 1 to 2 Increase skills Move from 2 to 3 Assess costs and benefits of moving from 3 to 4 Aiming for Conscious Competence
- 24. TNA : Output Non- Training need- Include those that show no KSA deficiency, and those characterized by a KSA deficiency but for which training is not the best solution.
- 25. Without KSA deficiency.. Policy/strategy re-design Task re-design Process re-design Reward/ Punishment Incongruencies Inadequate feedback Obstacles in the System
- 26. Approaches to TNA Reactive TNA- The proactive TNA focuses on current performance problems.
- 27. Approaches to TNA Proactive TNA- The proactive TNA focuses on anticipated or probable performance problems in future