Role of Performance Appraisal in Identification of Training Needs

    Following are the roles of performance appraisal in TNA:

    1. Spotting Company and Departmental Trends: Employee appraisal results, taken together, can be useful in spotting performance trends across an entire organization or in individual departments.

    This can help companies to fine-tune their training programs for existing employees to address these areas of concern.

    Identifying company- and department-wide issues and addressing them early can prevent a workforce from becoming stagnant and accepting a sub-par status quo for performance.

    2. Evaluates New Hire Training: The first performance appraisal which new employees receive sheds light on the effectiveness of new-hire orientation and training programs.

    New employees’ performance during their first year on the job is influenced by a mixture of their personal characteristics and the thoroughness of your first-year training programs.

    If first-year employee reviews reveal that most of them struggle in a specific area, you might consider placing more emphasis on that area in new-hire training programs.

    3. Identifies Individual Training Needs: In addition to revealing issues across the company, performance appraisals can shed light on areas of needed improvement in individual employees.

    Managers can choose to work directly with employees to help them address their personal blind spots, or they can pair experienced employees with struggling team members to help them address any performance concerns they may have.

    4. Provides Employee Feedback: Collaborative employee appraisal systems allow employees and managers to work together to set goals, monitor progress toward goals, and spot areas of needed improvement.

    In a review system that truly encourages honesty and growth, employees can speak up about areas of needed improvement they see in themselves, their department, and the company as a whole.

    Employees often have deeper insights into their personal struggles than their superiors do, but employees must feel free to reveal these weaknesses without damaging their reputation or trust around the office.

    Employees also can provide valuable feedback on their managers, spotting potential areas of weakness to be addressed with advanced, potentially one-on-one, training sessions.

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