Analysis of training needs when thinking about

ANALYSIS OF TRAINING NEEDS
When thinking about developing a training program, managers first must determine if training is needed and,
if so, what types of training needs exist. Because training is expensive, it is critical that the correct training
needs to be identified.
TRAINING AND DEVELOPMENT METHODS
A number of methods are available for employee training and management development.
 On-the-job methods: The trainee learns by doing the work under the supervision of an
experienced employee.
 Simulations: The work situation is simulated in a separate area so that the learning takes place away from
the day-to-day pressures of work.
 Classroom teaching and lectures
 Conferences and seminars: Experts and learners meet to discuss problems and exchange ideas.
 Role-playing : Participants act out the roles of others in the organization for better understanding of those
roles.
EVALUATION OF TRAINING AND DEVELOPMENT
To ensure that training and development are cost- effective, the managers should evaluate the company’s
efforts periodically.
The starting point for this evaluation is a set of verifiable objectives that are developed before the training is
undertaken.
The results of training evaluations should be made known to all those involved in the program – including
trainees and upper management.

64
PERFORMANCE APPRAISAL
Performance appraisal is the evaluation of employees’ current and potential leve ls of performance to allow
managers to make objective human resource decisions. The process has three main objectives.
1. Managers use performance appraisals to let workers know how well they are doing and how they
can do better in the future.
2. It provides an effective basis for distributing rewards, such as pay raises and promotions.
3. It helps the organization monitor its employee selection, training, and development activities.
COMMON EVALUATION TECHINIQUES
The various techniques and methods for appraising employee performance are either objective or
judgemental in nature.
Objective Methods
Objective appraisal methods use some measurable quantity as the basis for assessing performance. Units of
output, rand volume of sales, number of defective products, and number of insurance claims processed are
all objective, measurable quantities.
Judgmental Methods
Judgmental methods are used much more frequently than objective methods. They require that the manager
judge or estimate the employee’s performance level. Howe ver, judgmental methods are not capricious.
These methods are based on employee ranking or rating scales.
Avoiding Appraisal Errors
Managers must be cautious if they are to avoid making mistakes when appraising employees. A manager
must guard against allow ing an employee’s poor performance on one activity to influence his or her
judgment of that subordinate’s work on other activities. Similarly, putting too much weight in recent
performance distorts an employee’s evaluation. Finally, a manager must guard ag ainst discrimination on the