Organizational restructuring might address issues with process flow. The cost of implementing the proposed solution is compared with the cost of maintaining the status quo to determine needs and solutions to be addressed in the solution strategy.
Billie Nordmeyer works as a consultant advising small businesses and Fortune companies on performance improvement initiatives, as well as SAP software selection and implementation. During her career, she has published business and technology-based articles and texts. Nordmeyer holds a Bachelor of Science in accounting, a Master of Arts in international management and a Master of Business Administration in finance.
Performance The performance of a business is gauged by its ability to accomplish organizational objectives in an operationally and financially effective way. Training of employees is something that every company needs to do, but only when the time is right. Often organizations spend thousands of dollars in frequent training programs for their staff, only to be disappointed when their numbers stay the same. Although performance gap and training needs analysis are separate entities, they work in a pragmatic way in the context of a workplace.
The first thing to do after getting a training request is to define the performance gap. A performance gap is a difference in the performance of the current situation and the intended situation. It is the shortfall between what the target person or team is achieving and what the company expects of them. To find out why the anticipated results were not achieved, do a performance gap analysis.
It determines what knowledge or skills are lacking in the performance of an employee for a particular role. If you do not find a performance gap, then managers should ask themselves how can then train the team for the future.
Other instances of when training needs arise are when the company is expanding and taking on new kinds of tasks, or when you want to raise the bar using new techniques and methods. Once you have identified and understood the reason for the performance gap, you need to determine whether the shortfall is due to missing knowledge or skills.
If the gap in performance is not because of a lack of capabilities, then they should look into the workplace context and look for causes of the problems that the person is facing in their work. Training cannot always fix problems with delivering optimal performance. If necessary, they can seek out additional online training resources to expand their understanding. One of the most notable advantages of online training is personalization.
Employees are able to pick-and-choose online training materials that suit their needs and target specific gaps.
For example, customer service associates can access active listening and communication simulations to improve those skill sets. Online training also has the power to improve task proficiency.
Interactive online tutorials, walkthroughs, and video demos are just some of the online training techniques at your disposal. Your organization can even use infographics and other visual illustrations to simplify complex processes. Employees must be able to access the online resources they require and get on with the rest of their work day. They may even want to train outside of office hours. Online training affords them this opportunity.
In traditional training settings, they would have to wait until the next session or turn to their managers for help. Thankfully, online training gives them immediate access to the knowledge they need. Microlearning is usually defined as brief online training activities or modules that center on specific tasks or topics. For example, a 3-minute task tutorial that highlights every step of the process. To fill performance gaps, offer employees a microlearning online library that features relevant categories.
For instance, one section covers customer service tasks while another concentrates on compliance related issues. Feedback is a crucial part of online training. Particularly timely feedback that focuses on strengths and weaknesses.
Train Employees in New Hard Skills Changing technology often means that employees who were previously very good at their job can no longer use their relevant skills, which often results in a performance gap.
Use Leadership Development to Prevent Performance Gaps Leadership and management problems are often a direct cause of performance gaps, especially when high performers are promoted from a technical to a leadership role. Address Workplace Culture and Environment Workplace and cultural problems often dramatically affect performance and productivity, with issues stemming from a lack of emotional intelligence, poor communication, and even the actual office layout.
Integrate a Competency Framework A good competency framework will help you to recognize and address performance gaps more quickly by creating a foundation to assess and monitor individual role productivity.
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