{[ promptMessage ]}

Bookmark it

{[ promptMessage ]}


Lesson12TrainingForPerformance - LESSON 12 TRAINING FOR...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
LESSON 12 TRAINING FOR PERFORMANCE Friends, In earlier few lessons you have understood the training and development process in detail. You were also exposed in detail about the training need assessments. We know now that major need of training is for performance and is identified with performance gap. After reading this lesson you will be able to 1. Know what is performance evaluation 2. How performance evaluation helps in identification of training needs 3. What types of training needs can be classified with triaining needs can be identified with performance evaluation. 4. How to conduct performance coahing Performance Coaching If you don't do it first, your competitors will... Introduction Achieving excellence through performance is accomplished in two major ways. The first way is taking a proactive stance by unearthing or preventing counter-productive methods. For example, you might implement diversity and sexual harassment training programs before they become a problem within the organization. The second way is to correct performance problems that arise within the organization. This is accomplished by first, identifying the root cause and secondly, implementing a plan of action to correct the problem. Although people are our are most important asset, sometimes it seems as if they are our biggest headache. There are four major causes of performance problems: Knowledge or Skills - The employee does not know how to perform the process correctly - lack of skills, knowledge, or abilities. Process - The problem is not employee related, but is caused by working conditions, bad processes, etc, etc. Resources - Lack of resources or technology. Motivation or Culture - The employee knows how to perform, but does so incorrectly.
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
The Performance Analysis Quadrant (PAQ) is a tool to help in the identification. By asking two questions, "Does the employee have adequate job knowledge?" and "does the employee have the proper attitude (desire) to perform the job?" and assigning a numerical rating between 1 and 10 for each answer, will place the employee in 1 of 4 the performance quadrants: 10 ---------------------------------- High | | | | A | B | | | | | Motivation | Resource/ | | | Environment | Does the Employee | | | have adequate job ---------------------------------- knowledge? | | | | C | D | | | | | Selection | Training | | | | 1 | | | Low ---------------------------------- 1 10 Low High Does the employee have the proper attitude (desire) to perform the job? 1. Quadrant A (Motivation): If the employee has sufficient job knowledge but has an improper attitude, this may be classed as motivational problem. The consequences (rewards) of the person's behavior will have to be adjusted. This is not always bad…the employee just might not realize the consequence of his or her actions. 2. Quadrant B (Resource/Process/Environment): If the employee has both job knowledge and a favorable attitude, but performance is unsatisfactory, then the problem may be out of control of the employee. i.e. lack of resources or time, task needs process improvement, the work station is not ergonomically designed, etc.
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

{[ snackBarMessage ]}

Page1 / 24

Lesson12TrainingForPerformance - LESSON 12 TRAINING FOR...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon bookmark
Ask a homework question - tutors are online