Performance and Competency Results
Review unmet targets, evaluation records, and the skills required for the role. Use specific work examples to clearly articulate the needs.
Training Needs Analysis Application
Identify training needs based on performance and competency evaluations to ensure programs align with employee requirements. Work with the supervisor to select the skills that need strengthening before determining the content, participants, and learning methods.
Use Performance Management Results as a Basis for Training
Results from performance evaluations and competency assessments can highlight areas of work that require improvement. HR and supervisors should discuss the root causes before deciding on training. If the deficiency relates to knowledge or skills, performance evaluation results can serve as the foundation for a training needs analysis. This ensures that learning topics are chosen to address actual needs, rather than simply selecting from available programs.
Causes of Performance Issues
Examine whether the issues stem from skills, procedures, workload, or facilities. Training is not the only solution for every performance problem.
Employee Learning Needs
Where training is appropriate, identify the skills to develop and the employees who need them.
Prioritization and Follow up
Discuss the impact of these needs on the work and determine the order in which to address them. The analysis results serve as a reference for training planning and subsequent evaluation metrics.
From Performance Evaluation Results to the Right Learning Program
A staff member has not met the standard for report accuracy. If the supervisor finds that the employee has not mastered data validation methods, data checking exercises could serve as the follow up. However, if delays occur because data from another team is unavailable, the solution must address the workflow itself. This analysis helps the company select the appropriate course of action.
Review Performance Results
Start with performance and competency assessments, then verify specific examples of the issues encountered.
Determine Training Needs
Outline the capabilities that need strengthening and the relevant forms of learning.
Define Expected Outcomes
Agree on the specific work changes to be evaluated following the training.
Choose Training That Addresses a Specific Skills Gap
Training needs analysis helps companies identify the capabilities that need improvement to support work performance. While performance evaluation results can serve as a starting point, the root causes of any issues must also be examined. Supervisors and HR should clarify the current situation, the expected capabilities, and the impact on work outcomes. This comparison helps define learning needs clearly before a program is selected.
Training needs may come from performance reviews, competency assessments, process changes, or preparation for a new role. HR and managers should review these sources together rather than choosing only the most frequently requested topics. Define the skill to develop and the work it will support. A training needs analysis application helps organize these records so the company can separate urgent needs from development planned for a later period.
A low performance score is a reason to investigate, not to automatically book a course. If the problem is equipment or task allocation, address that first. Where additional skills are needed, agree on the change you want to see after training. Bring a sample evaluation to the demo so our team can discuss how to record needs, set priorities, and connect the findings to employee development plans.
Define the Skills to be Mastered After Training
If the primary need is the ability to verify data, the expected outcome might be the consistent application of validation steps. After training, supervisors can monitor how this is applied to actual work. For employees who have already met their current role requirements, the analysis can focus on competencies needed for the next career level. In this way, training supports both performance improvement and career preparation in alignment with company needs.
Before selecting a course, make sure the team can explain which skills need to improve. Discuss broad training requests with the manager until the goal is clear. Use an example performance review during the demo to explain your requirements. For employees who already meet current job expectations, the discussion can focus on preparation for a future role. This gives training a clear purpose linked to both work and career development.
The Sigma Solusi Informatika team helps you address training needs through Sigma HRIS and Forte HRIS options. Sigma HRIS is available for on premises and private cloud deployment, while Forte HRIS is cloud based. Use training program examples during the demo to better illustrate HR team requirements. We assist with preparation and setup based on agreed processes and provide support after the application goes live.
Choose Sigma HRIS or Forte HRIS to Match Your Business
Both products serve small businesses through large enterprises. Their main distinction is how you deploy and manage the system. We help you choose based on operational needs and IT policies.
Choose Sigma HRIS for on premises deployment on your own servers or in a private cloud. Our team helps configure the application around your HR processes and IT policies.
Learn More
Choose Forte HRIS for a cloud based application. We help select modules, prepare records and guide users according to your HR requirements.
Learn MoreSigma HRIS and Forte HRIS are continuously updated to reflect user needs, including ESS, mobile applications and AI powered capabilities. Explore them in a demonstration using examples from your business.
Compare the ProductsHRIS Implementation Guidance and Application Support
Sigma Solusi Informatika has developed HR and payroll systems for more than 10 years. Drawing on this experience, our team can map your business processes in just a few hours.
Data Preparation and Application Setup
Start with the records and workflows you already use. We help prepare and migrate data and configure the application to fit your processes from the outset.
Application Support After Implementation
Our support team and project manager remain available after launch. We answer questions and help resolve issues so HR can keep work moving.
Training Needs Analysis FAQs
How are performance management results used to determine training needs?
HR and supervisors review performance results to identify competencies that need strengthening. If the issue relates to knowledge or skills, the findings serve as the basis for selecting appropriate training.
Does a low performance score always indicate a need for training?
No. First, investigate the root cause. Issues regarding facilities, task allocation, or procedures may require different interventions.
Are training needs automatically determined by scores?
HR and managers still need to discuss the causes and the employee's needs. During the demo, our team can review how performance findings would support your company's training planning process.
How do you prioritize multiple learning needs?
Consider the impact on the job, urgency, and participant readiness. Distinguish between immediate needs and preparation for future responsibilities.
What needs to be determined before selecting a class?
Clarify the skills to be strengthened and the expected changes in work performance so that the program is chosen based on specific goals.
What if the problem is not a skills gap?
Determine appropriate actions, such as improving procedures, redistributing tasks, or providing better facilities, without forcing training as the default solution.
Find the Right Training for Your Team
Tell us which tasks you want to simplify and the challenges your team faces. We are ready to demonstrate how the application works, assist with setup, and provide guidance on its use.