View
446
Download
1
Embed Size (px)
DESCRIPTION
Citation preview
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
19
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