15. How can a PMS assist with the up-skilling and development of an employee?

15.   How can a PMS assist with the up-skilling and development of an employee?

One of the aims of setting up a PMS is to improve individual performance.  Performance is improved when the development and up-skilling of the employee, both in the short term and in the long term are taken care of.

During an appraisal meeting or even during the monitoring process, the performance of an employee is observed, taking into consideration the WHAT and the HOW:

·        what work he has achieved and what is his performance  (Results),

·        how he is working, in what way he is doing things (Attitude & behaviours)

These observations will help to identify performance gap which will give lieu to training and development needs.  Appropriate training will be defined to cater for up-skilling of the employee. 

At the same time, if the employee is doing well, greater potential or new prospective may crop up and be observed. 

Manager and employee may together decide that training can be considered for, future job prospects, job enlargement, multi-skilling. (eg. An employee showing signs of being a good team-leader may follow courses in people management and supervisory skills for a future opportunity as Team Supervisor)

Different types of training can be planned depending on needs:

·        On-the-job training –

·        Formal classroom training – courses

·        Job  rotation (moving in another job to learn about it) –

·        Coaching (receiving feedback & guidance) –

Mentoring (having a specialist in the subject, a connoisseur as a ‘guru’/a guide)