It is unique to performance consulting, and it differs from training needs analysis because it uses a broader approach involving whole organizational influences. In training, you analyze the gaps of an individual in knowledge, skills, or attitudes required for the job, and you close the gaps with training in those areas of deficiency. It is important as you think about performance gaps that you constantly remind yourself not to act like a trainer and focus too narrowly. Learn to accept training as only one small gap-filling strategy. Competencies Competency goes along with performance.
Competency is to performance what skill is to training.
Both competency and performance suggest broader relationships than do skill and training. Having said all this, the job of a performance consultant is to figure out exactly what competencies workers in this company must have if they are to be high performers. Often the performance consultant backs into this by determining what competencies are lacking or what present obstacles are preventing competent behavior from being realized. The major consulting task is to devise ways to assess competency. Rewards Like motivation, rewards represent an important foundation of human performance.