Performance Appraisal as The basis of Assessing Training Need

Sadhika Katiyar

Babita

Rafia

Pranay Ranjan Srivastava

“It is important to identify training needs before trying to implement any training

solutions.”

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

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

To meet:• production targets• audit requirements• legislation• career and personal goals

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Why identify training needs?

Organizational analysis

Analysis of objectives

Resource utilization analysis

Environmental scanning

Organizational climate analysisTechnique• SWOT Analysis• Organizational

scanning• PEST• Analysis

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

Person analysisPerformance 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

How performance appraisal links to training need assessment?

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

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)

Causes of Performance Gap

Inadequate Feedback

Obstacles in the System

Performance Gap

Steps of training need identification process

TNA : Output

Training Needs

Non-Training Needs

TNA : Output

Training Needs-Performance gaps that resulted from the lack of KSA and which training is necessary.

Provide training

Provide practice

Provide feedback

Simplify the task

Develop a job aid

OJT

Transfer

Terminate

If KSA deficiency..

“Attitude”

“Skills”

“Knowledge”

OptimalPerformance

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

Self-AwarenessLow High

Low Unconscious Incompetence

Conscious Incompetence

High Unconscious Competence

Conscious CompetenceCo

mpe

tenc

eAwareness & Competence

Know entry level of traineesAssess trainees’ awareness of that level

Needs analysisPerformance appraisal

Increase awareness of level of competenceMove from 1 to 2

Increase skillsMove from 2 to 3

Assess costs and benefits of moving from 3 to 4

Aiming for Conscious Competence

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.

Without KSA deficiency..

Policy/strategy re-design

Task re-design

Process re-design

Reward/ Punishment Incongruencies

Inadequate feedback

Obstacles in the System

Approaches to TNA

Reactive TNA-

The proactive TNA focuses on current performance problems.

Approaches to TNA

Proactive TNA-

The proactive TNA focuses on anticipated or probable performance problems in future