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Evaluate the role of Performance Appraisals and other methods in
identifying Training Needs :

There
are various sources that can be used to determine organisational training
needs. Some will be used to identify overall needs whereas others are more
useful for identifying the needs of specific individuals, e.g. Performance
Appraisals. Performance appraisal can significantly help in identifying the
training needs of the employees. Performance appraisals can reveal areas of
weakness and potential improvement in your workforce, helping to identify
training needs. Appraisal results can be useful in spotting performance trends
across an entire organization or in individual departments. This can help
companies to fine-tune their training programs for existing employees and fine
tune the training to areas that are most in need.

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Performance
appraisals can shed light on areas of needed improvement in individual or a
group of employees.

Performance
appraisal systems allow employees and managers to work together to set goals, and
monitor progress toward goals previously set.

Employees can speak
up about areas of improvement that they see in themselves. The employee can also tell about his training requirements
(if any) .

Performance
appraisal helps to reveal the differences and discrepancies in the desired and
the actual performance of the employees. The causes of the discrepancies are
also found,  whether they are due to the
lack of adequate training or not.

A
performance appraisal after the training program can also help in judging the
effectiveness of the program.

Other
sources for identifying training needs include :

Surveys – These can be in the form
of a survey or poll and allow for a variety of questions formats. These can
reach a large number of people in a short time, are inexpensive, and allow for
openness in responding. They are time consuming and there is little scope for
free response.

Interviews – can be formal or casual,
structured or unstructured. The can be done in person or by phone, at work or
away from it. May be used to represent a sample, they can uncover causes of
problems, and allow for spontaneous feedback. However they are time consuming
and may require skilled individuals.

Tests – can be useful in determining deficiencies in
skills, knowledge or attitude, they are easily quantifiable, however there is
no indication that skills or knowledge are used on the job.

Observations – Can be
technical or functional or behavioural, can yield qualitative and quantitative ,
they minimise interruption, they require highly skilled observer.

While
each source serves to add to the process of identifying training needs within
the organisation, the method used will depend on a variety of factors including
, time and budget available , access to participants, desired outcome, whether
you are looking a Training needs for individuals, groups , or the organisation
as a whole.

 

 

TASK 4 : Outline the benefits of Training Needs
Analysis to :

 

The Individual

·      
An individual Skills audit will identify
training gaps that need to be addresses in order for the individual to perform
to the best of his ability

·      
It allows the individual to grow and develop
within his role, thus creating a more confident worker

·      
It demonstrates to the individual that the
organisation in interested in his/her performance/growth within the
organisation

·      
It gives the individual clarity around what is
expected of him in his role through the design of a Job Analysis

·      
It provides clarity to the individual as to
what is expected from him as a result of planned training by devising a set of
Learning Outcomes

·      
Allows the individual to have an input into his
future in the organisation

 

The Organisation

·      
Identify performance goals and the knowledge ,
skills and abilities needed by a company’s workforce to achieve those goals

·      
Identify performance gaps of employees

·      
Ensures there is management support for
training

·      
Minimizes the risk and
impact of training failure on business by preparing employees for future
changes and

·      
Helps direct resources to the areas of greatest
priority

·      
Addresses resources needed to fulfil the
organisational mission, improve productivity and provide quality products and
service

·      
Helps manage training budgets efficiently

·      
It will identify what programmes need to be
implemented, who should be involved ..

·      
 how,
when and where the training should take place

·      
It will identify potential barriers to training
and can provide solutions to same

·      
 

 

 

 

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