The role of performance evaluation and other methods in identifying training needs Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay There are various sources that can be used to determine organizational training needs. Some will be used to identify general needs, while others are more useful for identifying the needs of specific individuals, for example performance evaluations. Performance appraisal can significantly help identify employee training needs. Performance evaluations can reveal areas of weakness and potential improvement in your workforce, helping to identify training needs. Evaluation results can be useful in identifying performance trends across an entire organization or individual departments. This can help companies refine their training programs for existing employees and tailor training to the areas that need it most. Performance evaluations can shed light on areas of improvement needed for an individual or group of employees. Performance appraisal systems allow employees and managers to work together to set goals and monitor progress toward previously established goals. Employees can talk about areas of improvement they see in themselves. The employee can also talk about his training needs (if any). Performance appraisal helps to reveal the differences and discrepancies between the desired and actual performance of employees. The causes of discrepancies, whether or not due to a lack of adequate training, are also identified. A performance evaluation after the training program can also help judge the effectiveness of the program. Other sources for identifying training needs include: Surveys – These can take the form of polls or polls and allow for a variety of question formats. These can reach large numbers of people in a short time, are inexpensive and allow for an open response. They take a long time and there is little room for a free response. Interviews can be formal or informal, structured or unstructured. It can be done in person or by phone, at work or away from it. They can be used to represent a sample, they can uncover the causes of problems and allow spontaneous feedback. However, they are time consuming and may require skilled personnel. Tests – can be useful in determining gaps in skills, knowledge or attitudes, they are easily quantifiable, however there is no indication that skills or knowledge are used on the job. Observations – can be technical or functional or behavioral, can produce qualitative and quantitative results, minimize disruption, require a highly trained observer. While each source serves to augment the process of identifying training needs within your organization, the method used will depend on a variety of factors including , available time and budget, access to participants, desired outcome, whether you are looking for training for individuals, groups or the organization as a whole. Please note: this is just an example. Get a customized document from our expert writers now. Get a Custom Essay The Benefits of Training Needs Analysis for: The Individual An individual skills audit will identify training gaps that need to be filled for the individual to perform to the best of their ability.