Preliminary study into the changing task roles of administrative support staff suggests that their training and development may be unduly and unhelpfully influenced both by management whim and by the flaws inherent in the application of conventional performance appraisal techniques. Drawing from a review of the literature, questions the reasons for undertaking performance appraisals and develops the argument that conventional appraisal methodology typically concentrates on the “summary” (or comparative) effectiveness of employees at the expense of meaningful diagnostic evaluation. Further suggests that in order to determine training and developmental needs effectively, techniques need to be devised which combine analysis at a number of different levels. Presents a conceptual model, and proposes behavioural expectation scales as tenable mechanisms for facilitating gainful diagnosis and constructive needs analysis.
Leat, M. and Jack Lovell, M. (1997), "Training needs analysis: weaknesses in the conventional approach", Journal of European Industrial Training, Vol. 21 No. 4, pp. 143-153. https://doi.org/10.1108/03090599710171396Download as .RIS
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