What is Performance Training?
Performance training, “performance-based training,” or “PBL,” can be defined as a training strategy that assists participants in achieving their targeted performance goals and/or objectives. Commonly found in sports, performance training can also be used in the corporate world and refers to customized training and development that is utilized to build and improve efficient and efficient performance in a particular task or occupation.
Several programs are constantly being developed for performance training in the domains of commerce, self-improvement, education, sports, and many more. The definition of performance establishes the groundwork for the training model – the action or process of carrying out or executing an activity, task, or function. A program developed for such a goal is to increase overall competence and efficacy in seeing a movement, project, or purpose to a successful conclusion at an expert level.
Teaching trainees how to create invoices and customer satisfaction forms and modify accounts is a classic example of performance-based training, rather than focusing on the features and functionalities of software that can be used to carry out the tasks and/or many other deliverables.
- Performance training is also referred to as “performance-based training” or “PBL.”
- The benefits of performance training include reduced training costs and time spent on training, increased employee productivity and efficiency, increased employee engagement, and improved employee experience.
- Although the concept is commonly used in sports, several PBL programs are constantly being developed in the domains of commerce, self-improvement, education, sports, and many more.
How Performance Training Works
Performance training focuses on particular objectives and then establishes expectations, offers feedback, presents tools, promotes skill advancement, teaches new skills and information – all intended to promote behavior that results in the intended outcome.
Key Benefits of Performance Training
The key benefits derived from performance training include (but may not be limited to):
1. Reduction in training costs and time spent
Training programs that are designed to achieve set objectives and are performance-driven tend to be more cost-effective. Employees do not invest time studying irrelevant material, and businesses do not spend money on training in areas that may be deemed “irrelevant,” as they focus on specific areas that need development.
2. Increase in employee productivity and efficiency
When employees obtain relevant and timely training, the gap between training and actual work becomes minimal. Employees not only become proficient in a particular field much sooner, but they also become less prone to making errors, which mostly arise due to a lack of knowledge and skills essential for performing a certain job.
3. Enhancement of customer satisfaction and boosting of business profitability
Skilled and experienced employees provide exceptional services, increasing client satisfaction. As a result, business competitiveness and overall profitability improve.
4. Increase in employee engagement and improvement in employee experience
Because it focuses on specific training trajectories, performance-based training is centered around individuals. Training occurs when it is required, thereby empowering employees. Through such an approach, employee morale and confidence are boosted. Individuals become equipped to confront jobs and tasks at varying complexity levels after being exposed to innovative knowledge and skills.
5. Improvement in business KPIs
Performance-based training is linked to the key performance indicators (KPIs) of a business. Through PBL, corporations will be able to identify skill gaps that require growth by assessing current employees’ strengths and limitations.
Evaluating the Success of PBL Programs
For an organization to reap the benefits of PBLs (as mentioned above), it is crucial to assess the success of proposed training pathways by measuring the participants’ performance at four distinct levels of the learning process according to what is known as the “Kirkpatrick Model.” The four levels are:
Level 1: Reaction
The degree to which participants find the training favorable, engaging, and relevant to their jobs.
Level 2: Learning
The degree to which participants acquire the intended knowledge, skills, attitude, confidence, and commitment based on their participation in the training.
Level 3: Behavior
The degree to which participants apply what they learned during training when they are back on the job.
Level 4: Results
The degree to which targeted outcomes occur as a result of the training and the support and accountability package
Thank you for reading CFI’s guide to Performance Training. To keep learning and developing your knowledge base, please explore the additional relevant resources below: