The connection between training and job performance can be seen in the development of knowledge competencies. Knowledge competencies help companies organize their workforce, determine what types of jobs are needed, and what type of employees will best accomplish the tasks. These knowledge competencies identify the measurable skills, knowledge, abilities, and behaviors necessary for successful performance in a specific job. They also allow managers and supervisors to assess and select the most appropriate training for employees. The link between training and job performance is also apparent in data that shows a connection between poor performing employees who lack proper training and misconduct or unacceptable behavior on the job.
One of the most important factors in the overall effectiveness of job training is the quality, type, and employee acceptance of that training. The mere existence of a training program does not mean that employees are being trained properly. Proper job training must be directed towards those employees that are most trainable. This may be accomplished through training evaluation to screen employees and select the more trainable candidates who will get the most benefit from training and ensure better job performance long term.
The effectiveness of specific training will likely be made apparent when employees receive their annual performance evaluations. This may also be the best time to encourage certain employees to attend training sessions. An employee who has more training is likely to perform better and to have more value to the organization. Motivating employees to attend or pursue additional job training may be a challenge, and some employees may need assistance, such as reminders of upcoming training sessions, reminders of the additional job security that results from training, or even a mandatory attendance requirement.
An effective training and job performance program will likely involve identifying the competencies that need to be developed by each employee. This part of the process can also help to identify more than just where training and job performance deficiencies lie. Individual training and job performance needs analysis should ideally show where an employee's strengths and weaknesses exist and which of these should be developed or overlooked in order to increase the individual's effectiveness within the organization. In other words, the connection between training and job performance lies in a company's willingness to train people in areas where they already have a degree of competency to help them do a better job.