Training Needs Analysis and BCG Matrix - A Conceptual Write-Up
[A] INTRODUCTION: Training is about transfer of skills. It has its own strategic importance too. Training costs a lot too. Every penny spent (invested?) on training must be accounted for. It must generate enough ROI and must contribute substantially to the achievement of strategic objectives of the firm. I have come up with a conceptual framework (above) that tries to compare some elements of the BCG matrix to the training need identification.
Please note that not all the productivity related problems are solvable by the means of training. Employee performance has two dimensions, as you can see in the above matrix.
[B] Discussion:
One is "Will Do / Won't Do" (Attitude) and the other is "Can Do / Can't Do" (Skills).
Let us explore each dimension:
1. Can Do, Will Do: No actions are required for this type of employees. Such employees are like STARS of the BCG matrix! They CAN WORK and WANT TO WORK. As a manager, you are the happiest person to have these types of employees. All you need to do is to make sure that you leave such employees alone, give them full autonomy, remove their obstacles and see the magic! Such employees are a great asset.
Some of these employees are also like CASH COWS of BCG matrix. While they want to work and can work, they are not much trainable. They are at a saturation point, when it comes to learning. So, such employees need to be given the work that they can do the best. Better keep a watch on their productivity. If their performance declines, there is not much you can do. Training is not going to help them either.
2. Will Do, Can't Do: Such employees have the right attitude but lack aptitude. They want to work. They are positive about contributing positively to the organization. But they lack the required skills to perform the task. They are like QUESTION MARKS of the BCG matrix. Training is the right way to get the best out of them. They are trainable and generally are open to learning new things.
3. Won't Do, Can Do: These types of employee are also like question marks of BCG. They have the potential to perform like the number two category above, but we can't be sure about their performance. They have the required skills to perform a task, but the will / attitude. Such employees' performance related issues can't be addressed through training - they have the skill. But, they are not willing to contribute. Generally, such employees' behaviour can be tackled through pay or compensation policies and actions.
4. Can't Do, Won't Do: Such employees are like THE DOGS OF THE BCG. They are not willing to work, and are not ready to work too. It is a question how such employees got selected. It was probably type 1 (false positive) that led to selection of an unqualified candidate. And it is generally a good idea to kick out such employees.
Conclusion: Thus, we can conclude that BCG can be a useful way of deciding the future of an employee, based on his/her performance data.