Training improves job performance by developing knowledge competencies that identify skills, knowledge, abilities, and behaviors required for successful performance. Effective training targets the most trainable employees, and identifying competencies can help develop strengths and weaknesses.
The connection between training and job performance can be seen in the development of knowledge competencies. Knowledge competencies help companies organize their workforce, determine what types of work are needed, and what type of employees will best perform tasks. These knowledge competencies identify the measurable skills, knowledge, abilities, and behaviors required for successful performance in a specific job. They also allow managers and supervisors to evaluate and select the most appropriate training for employees. The link between training and job performance is also apparent in data showing a connection between underperforming employees, lack of adequate training, misconduct or unacceptable behavior at work.
One of the most important factors in the overall effectiveness of job training is the quality, type, and employee acceptance of that training. The mere existence of a training program does not mean that employees are being properly trained. Proper on-the-job training should target the most trainable employees. This can be achieved by evaluating training to screen employees and selecting the most trainable candidates who will benefit most from the training and ensure better long-term job performance.
The effectiveness of specific training will likely become apparent when employees receive their annual performance reviews. This may also be the best time to encourage certain employees to attend training sessions. An employee with more training is likely to perform better and be more valuable to the organization. Motivating employees to attend or seek additional on-the-job training can be challenging, and some employees may need assistance, such as reminders of upcoming training sessions, reminders of additional job security resulting from training, or even a mandatory attendance requirement.
An effective training and job performance program will likely involve identifying the competencies that need to be developed by each employee. This part of the process can also help identify more than just where training and job performance gaps lie. The individual analysis of training needs and job performance should ideally show where an employee’s strengths and weaknesses exist and which of these should be developed or ignored to increase the individual’s effectiveness within the organization. In other words, the connection between training and job performance is a company’s willingness to train people in areas where they already have a degree of competence to help them do a better job.
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