Using performance appraisal documentation to identify needs
Featured in the Learning Needs Analysis training manual
By Beverley Williams
Category: People Management and Motivation
Credit price: 4 download credits (Single user)
Identifying learning needs by analysing performance appraisal documentation has many advantages and some drawbacks. Most performance appraisal documents have a section which asks the appraiser, following discussion with the appraisee, to identify future learning needs. This apparently straightforward method of gathering information has many pitfalls, which could lead to the unwary or inexperienced trainer recommending inadequate, unsuitable or unnecessary training or other development for the staff member. The person who is analysing the performance appraisal in order to identify learning needs must analyse the entire performance appraisal and must analyse it from the point of view of the appraisee, the appraiser, the job or role, the department and the organisation as a whole. Immediately we see that transferring the development recommendations of the appraiser from the learning needs section to a summary sheet is not enough. LNA of performance appraisal documentation can provide valuable information if it is approached in the right way. This training activity guides participants through an examination of the information available from performance appraisal documentation and the most effective methods of analysing it. The case studies give the participants valuable practical experience of analysing annual appraisals together with the opportunity to discuss their opinions and potential recommendations in a supportive environment.
You introduce the training activity by explaining that analysing performance appraisal documentation has many benefits and is a valuable source of information for the trainer. However, this rich source of learning needs information must be examined from the right angles. You ensure that all the participants understand the importance of the SMART objective setting before they work in pairs to set objectives for carrying out LNA of performance appraisal documentation. They then explore the benefits and weaknesses of using performance appraisal documentation to identify learning needs. Next, you detail the areas that need to be considered when carrying out performance appraisal documentation LNA, before the participants move on to the analysis of actual performance appraisals. They work individually on their initial recommendations before discussing their ideas in groups and then feeding back their final decisions. You conclude by discussing the key learning points of the training activity.
Who is it for: This people management training activity is intended for use by trainers to give participants knowledge and skill to analysing performance appraisal documentation effectively.
| Resource Type: | Activity |
| Min Group Size: | 4 |
| Max Group Size: | 10 |
| Typical Duration: | 02:00:00 |
| No of Pages: | 42 |
Resources: View standard resources for Fenman training activities
Purpose: This training activity is intended for use by trainers with participants who are responsible for analysing performance appraisal documentation and identifying the learning needs of others and need to know more about the possible ways in which this can be done. These may be trainers or line managers with little or no experience in this role or who would benefit from a more in-depth understanding of a task they already perform. Participants should have an understanding of LNA within the learning and development cycle and be aware of the business needs of their organisation. Ideally, participants should also have experience of conducting performance appraisals and/or have attended an appraisals skills training course.
Download the training activity, Using performance appraisal documentation to identify needs as featured in the Fenman training manual; Learning Needs Analysis