What Is the Connection Between Training and Job Performance?

The training requirement refers to the distance between the actual needs of a specific job and the current ability of the incumbent, that is, ideal job performance-actual job performance = training needs.

Training needs

Chinese name: Training needs
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Confirmation of training needs generally comes from

Basic level positioning

Training demand is a necessary link in the training plan. The question it answers is to find a goal to be achieved by a training activity. This training activity should not only include training courses, but also include training project planning,

Basic analysis framework for training needs analysis

Training needs analysis can use complex methods or simple methods. The simple method comes from the basic analysis framework of training needs analysis. It can be summarized into three logical steps:

The first step is to find

Personnel analysis is to analyze the training needs from the perspective of the training object, and to determine who needs training and what kind of training through personnel analysis. Personnel analysis is generally based on job performance standards, analyzing employee performance levels to find out the current status and standards of employees; gaps to determine the training target and its training content and the effect that should be achieved after training, mainly from the employee's work background, knowledge , Qualifications, age, ability to work, etc.
1. The analysis of employees 'knowledge structure The analysis of employees' knowledge structure is not only to accurately formulate training programs, but also to make full use of various effective resources, so that training can achieve maximum economic benefits. When analyzing the knowledge structure of company employees, we generally start with cultural education level (such as formal academic education), vocational education and training experience (such as social education and amateur education, etc.) and special short-term training experience (such as various types of certification training) Etc.) in three aspects.
2. Employee age structure Corporate training is also an investment. The younger the employee, the longer the expected return on investment for the company. At the same time, the size of the age has a very direct relationship with the individual's ability to accept it. Therefore, in the analysis of training needs, a reasonable age mix should be considered, and the training content of the position should be determined accordingly.
3. Employee capability analysis Capability analysis is to analyze the gap between the actual capabilities of employees and the capabilities necessary to complete the work. Training can play a good role if poor performance is attributable to the lack of competence of employees. Often performance evaluations can be used to assess the capabilities of employees.
However, performance evaluation often only reflects who has not reached the expected value and does not reflect why it has not been reached. At this time, the training manager should discuss with staff further discussions about improvements and work with employees to determine the development method to obtain the maximum benefits.
The analysis of training needs at the three levels of organization, task, and personnel is an organic system. Without any one level, effective analysis cannot be performed. In practical applications, these three requirements are often not completely the same, but they overlap. For an organization, the establishment of training needs should take the intersection of the entire organization, work tasks and individual employees, and take the common needs of the three parties as the organization's training goals.

Factors affecting training needs

The factors that affect the demand for training can be divided into two categories, one is the conventional factor, and the other is the accidental factor. The conventional influencing factors mainly refer to the general factors to be considered when determining the training needs, and the accidental factors have certain accidental specialities. These two types of factors include many types, as shown in the following table.

Conventional factors

The impact of corporate development strategies on training needs

The impact of long-, medium-, and short-term goals of corporate development on training needs

Impact of social development environment on training demand Impact of similar enterprise development on training demand

· The impact of personal career planning on training needs

· Effects of employee assessment on training needs · Effects of employee behavior assessment on training needs Enterprise resource status restrictions on training needs

Accidental factor

Impact of new hires on training needs

· Effects of employee position adjustment on training needs

· The impact of rising internal losses on training needs

Impact of production accidents on training needs Impact of reduced product production quality on training needs

The impact of customer complaints on training needsThe impact of declining product sales on training needs

The impact of declining employee productivity on training needs

The impact of employee morale fluctuations and low morale on training needs after corporate-related incidents