Training Training is intertwined with selection and assessment. In addition, it produces a competency performance profile to help focus individual development efforts for successful candidates. It can also produce information on the common competency development needs of applicants. Likewise, a multi-rater assessment of current incumbents for development can also produce valuable individual and group training needs information. In addition to providing the criteria for a training needs analysis, a competency profile that includes both job activities and key behaviors for successful performance provides an excellent framework for evaluating the relevance of existing training opportunities or can serve as a blueprint for future training program objectives and content.
Training is also combined with other self-initiated, development efforts.
An employee development system should provide support and guidance on what an individual can do outside of the classroom and transfer skills to the job. Competency models that include development guides maximize the value of the model for training and development applications. Performance Management Performance management is a tool for focusing and assessing an individual's contribution to organizational goals in key result areas. In addition, it is also frequently used to assess and improve employee skills and abilities. Because of this dual role, many performance management forms are divided into two sections.