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Benefits of having an integrated approach to Employee Training, Development and Performance Review

by Anu Gupta, 30 Nov, 2016

Modern work environment requires skilled employees to perform complex tasks in an efficient and cost-effective manner. Hence, it goes without saying that employee training and development should be a critical aspect of any organization’s business strategy that can very well decide its course in the future.

According to IBM Smarter Workforce (Kenexa) 2013 survey, 84% of employees in best performing organizations are currently receiving the training they need.

One of the more productive ways to gauge effectiveness of training and development initiatives is to link the training and development plans as well as their intended outcomes, with employee performance. It enables organizations to ascertain that their employees have the desired competency, and knowledge to meet the desired objectives.

According to a survey done by Alice Kasau Sila, Nairobi, Kenya on the relationship between training & performance, training was shown to have a big influence on performance in order to develop a positive attitude at the workplace, to increase efficiency and effectiveness in service delivery and to improve job satisfaction of employees.

Several organizations treat training and development as a separate portfolio, often dealing with training needs in silos causing it to run increasingly out of sync with defined performance objectives. This lack of cohesiveness can lead to mis-alignment between factors such as identification of training needs, analysis of learning outcomes, allocation of budget and generating productive feedback.

The two seemingly distinct process areas of training and performance review should ideally work in tandem to integrate with the overall employee experience. Performance appraisal programs identify an employee’s strengths and possible areas of development based on the employee’s past performance. Such areas of development are identified on a collective basis from the organization and on an employee-centric basis which are later translated to training needs that become the basic ingredient of training programs in an organization.

Research conducted by Bersin by Deloitte demonstrates organizations that invest in high levels of development planning and coaching generate twice the revenue per employee than their peers. This clearly demonstrates a strong correlation between employee training & development and significantly improving overall org. performance.

The current need is the integration between training & performance reviews and the most effective way for organizations to achieve this is with a robust system that seamlessly integrates learning content with employee development plans. To know more on how to integrate between training & performance reviews, please contact irene.jones@neeyamo.com.

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Irene Jones

HRO Evangelist & Thought Leader

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