The convergence and understanding of performance management produce an opportunity to identify and prescribe methods to better create necessary expertise. By integrating learning and efficiency, workforce developments can be more easily identified by businesses in a more predictive way, organizational skill gaps, and improve relationships to create alignment with all the business requirements.

Whether the performance and learning are driven by HR or other organization group, both of these groups must understand how to take the benefit of this convergence. This article describes five methods that performance management can improve learning initiatives :

• Making human resources and learning more strategic
• Aligning the training department with organization goals
• Making learning and development opportunities more visible
• Improving leadership development programs leading to better succession planning
• Produce the development plan that works

Introduction: Integrating learning and performance

In regards to controlling succession programs retaining critical talent, and providing workers the skills they require to succeed, learning management and performance management processes required to converge.

Taking the paper from the paperwork might be cause enough to automate performance management, but Human Resources (HR) can use performance management to keep a robust workforce and manage talent to generate top line efficiency and competitive edge. With succession and job planning resources businesses sustain a robust, streamlined workforce and can reduce worker turnover.

However, a company also wants performance efficiency with learning management that allows employees to develop skills and assists in aligning staff training with business objectives. The convergence of performance and understanding management can considerably help a business get the most out its work force by helping to:

• Retain expertise that is essential, create leaders, and decrease turnover
• Develop workers beyond assessments with quick, actionable development
• Control succession decrease and risk of the cost turnover
• Link merit-based payment to employee performance
• Align employee objectives with the business goals to enhance workforce productivity of the organizations
• Automate development and efficiency actions and decrease administrative hassles

If the organization coaching team or HR drives the integration of understanding and efficiency, both teams need to know the best way to take advantage of the convergence, as well as in particular, how the training group can improve instruction initiatives.

The convergence of performance and understanding management produces an opportunity to identify and prescribe methods to better create necessary skills. Strategic integration allows businesses improve connections to build alignment with all the operational requirements, organizational skill gaps, and to determine workforce developments in a more predictive method more quickly. The integration allows businesses to build actionable leadership development plans for workers that are key so that they'll be more prepared for marketing.

Author's Bio: 

Supriya Nigam is a lead Content Writer & Digital Marketing Strategist at CareerBuilder India. Her passion for helping people in all aspects of digital marketing flows through in the expert HR Technology industry coverage she provides. Also, an avid Yoga practitioner.