How do you integrate training and performance management?

I use the performance management cycle and mainly the development plan in the interview scheme to figure out, according to the evalutation, which are the relevant training needs. On the other side it's fondamental for me to let the manager evaluate, according with the develpment goals (both individual and of the team) the effectiveness of the training done, after a certain period.

While true, consider that professionals are hired at an expected level of expertise, have or can meet industry certification, and therefore recruited to an expected standard of performance. If the individual is not meeting such expectation, the organization must consider whether they invest or divest in the relationship. Within this context, the employee category may establish initial interest in training programs versus development.

We can do so by building our training programs with the end in mind using Human Performance Improvement (HPI) analysis. We analyze the key work processes and tasks that lead to the business outcomes of key performers. Training built accordingly allows trained standard employees to improve the overall performance of organizations once training is applied on the job.

The major challenge is appraisal feedback from line of authority is not being done in a proper way, Training needs analysis from the performance appraisal would project the training requirements of an employee. Once the same is identified, design / develop or arrange trainings for them including training feedback methodologies. Do the review again to identify the gap or effectiveness in the next performance review to decide next development stage of an individual employee. Customized appraisals with smart criteria’s would be more beneficial for effective performance management system. Training Implementation, execution and performance monitoring should be continuous for achieving the overall organizational goals

Assessing the training needs becomes the critical part of the overall training. Assessing TNI becomes the foundation for a successful training.Training is always an investment. When we think of investment, we think of returns. Whenever we think of investing somewhere, purchasing something, we thoroughly assess before making the final decision. Similarly before any training program, assessing training need is important , else the investment in training may miss meeting the expectations. The training need assessment is not for identifying the gaps in performance , but also to motivate and explore the potential of people for achieving more and reaching greater heights.Well there are many ways of assessing as mentioned by experts.

As discussed above, improving performance is a strategic method of achieving a deserved seat at the table. The tools listed can result in standardization, which might be fine in some organizations and regions, but in highly competitive business environments, there is only one market leader.

I would be laying down the expectations from the beginning of training program as this would help to align the training goals with performance goals. During the beginning of training the parameters/behavioral change that the participants need to achieve by the end of the program are clearly stated. This change in behaviour is measured periodically during the training program . Post the training , i align the stakeholders to experience the application of learnings of the training program. Their feedback would give us an idea whether the behavior change seen in training program is impacting the performance.

I’ve found such flexibility great for technology enabled work environments. Access limitation, truly remote work in the field, and organizations that may be capital restricted require innovation around traditional training methods.

Training delivery becomes very crucial on the part of the trainer to ensure that the trainee imbibes the content first . He is able to retain and apply it as per the expectation set in the beginning. For all this engaging is the participants is important as this helps in attention of the participants. Gamification is one technique which would help in engaging the participants and better involvement from them. Of course this also depends on the duration of the training. Every session could be made engaging by this method. We could use a blended approach of technology ( use of digital quiz platforms ) ad also the manual method like charts , designed playcards with scores for this. Gamification could include from quiz to various activity.

Consistent and continuous feedback is critical, especially in real time. This helps to drive good behaviors or influence change while the situation or example is still fresh. I meet with each of my individual team members once a week. We carve out time to go over their questions and for me to share any feedback about case work. I have noticed a positive shift in the overall quality of work done as a result. They are grateful for the feedback and know to expect it during our 1:1s. This also helps to collect examples throughout the year for the year end review. They can understand specifically what they did to earn their year end performance rating.

Simultaneously measuring application on the job, the effectiveness of formal training, and evergreen your training programs through direct observation on the job.

I would also like to add the following areas: - Share feedback, data gathered with the respective hiring teams so there is alignment with the aptitude and attitude needs of the role - Look at ways to reinforce learning at various points in the learning journey cycle - Enable managers to sustain the new skills with the right tools and support where needed This final point is what I believed has delivered significant success in my experience - Assign learning champions to promote, proliferate and keep the momentum of continuous learning, accountability and motivation ongoing. Confidence is a huge aspect in seeing the learning translate into applicable behaviour and instilling that confidence goes a long way in seeing results.