Employee performance in a company should be properly connected to employee training and vice versa. Both of these components of people management are equally important for companies and cannot be addressed separately (unless you want to do unnecessary work). It makes no sense to measure employee performance if the right training tools are not subsequently applied to improve the performance. Likewise, it makes no sense to train employees in something which will not help them meet the company's goals better. So how can you better combine employee performance and training? The HR Zone website advises the following four steps.
1. Create competency models
A competency model is a summary of the knowledge, skills, attitudes, and values necessary to perform a particular job. First of all, define the core competencies without which a specific job could not be performed. Next, define functional competencies (specific for each department), career competencies (skills and ambition, potential to become a leader), and leadership skills (personal and professional leadership skills). Competences should be the basis for the system of performance evaluations and employee training.
2. Connect training to the company's objectives
Ask what your company wants to achieve through employee training. Then create the training strategy accordingly. Your strategy will be different when your goal is to be able to raise your own leaders in the future and different when your goal is to launch a new product portfolio quickly.
3. Focus training on individual skill gaps
In addition to the overall business strategy, you should also count on the fact that each employee has his or her goals. Your education strategy should be flexible enough for managers and employees to have a say in what they need in terms of training. At the same time, remember that not every employee will need to be trained in all parts of his or her competency model. Performance evaluation will help you discover the specific training needs.
4. Automate the entire process
Consider investing in a learning management system (LMS) that will help you create a centralized environment for managing talent. Create and follow reports about how you are meeting your training goals that are linked to the corporate strategy. Develop employees according to their individual needs.
Does the system of performance evaluations and employee training in your company follow these rules? How do you work with competency models?
-Kk-