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Performance Analyst Promoting a Performance Focus

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The field of Human Performance Technology (HPT) is very process driven when it comes to evaluating people performance. Professionals in this field are known more commonly as performance consultants (PCs). Judith Hale, expert in the field of performance consulting has stated in her book The Performance Consultant's Handbook that PCs are professionals who:

- "Are experts in analysis and measurement and provide expert advice, yet also facilitate the client's commitment to taking responsibility for supporting performance
- Play multiple roles
- Are not predisposed toward a particular solution and do not make recommendations until there are data to support them
- Facilitate conversations in ways that keep clients focused on what matters and develop meaningful information and insight
- Focus on outcomes and measured results"...

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The Role of the Performance Analyst

A definition of performance analysis as presented by publishers Jossey-Bass states "performance analysis involves gathering formal and informal data to help customers and sponsors define and achieve their goals. Performance analysis uncovers several perspectives on a problem or opportunity, determining any and all drivers towards or barriers to successful performance, and proposing a solution system based on what is discovered" ( (Rossett, n.d.).

(Robertson, 2012) defines the role of performance analyst as one who "provides subject matter expertise on organizational performance and statistical functions".

The field of Human Performance Technology (HPT) is very process driven when it comes to evaluating people performance. Professionals in this field are known more commonly as performance consultants (PCs). Judith Hale, expert in the field of performance consulting has stated in her book The Performance Consultant's Handbook that PCs are professionals who:

- "Are experts in analysis and measurement and provide expert advice, yet also facilitate the client's commitment to taking responsibility for supporting performance
- Play multiple roles
- Are not predisposed toward a particular solution and do not make recommendations until there are data to support them
- Facilitate conversations in ways that keep clients focused on what matters and develop meaningful information and insight
- Focus on outcomes and measured results" ( (Hale, 2007, p. 6).

Thus it is ...

Solution Summary

This solutions describes the role of the HPT professional as it relates to improving people performance in organizations. It describes he process of performance analysis and how the results from such analyses are used for decision making in selecting and implementing appropriate and/or alternative performance enhancing interventions.

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Benefits of a learning organization, Riordan's strategic plan

1. Assignment: Fifth Discipline Application Paper

- Resources: Internet, research etc, TNA Executive Summary see attached below
- Review TNA Executive Summary below
Provide a 1,050- to 1,400-word paper, describing how the fifth discipline's system thinking model may be applied to your organization.
- Consider action learning and appreciative inquiry as alternatives.
- Discuss possible implementation outcomes.
- Include any templates or notes taken during the assignment.
- Utilize research and readings to provide support for your recommendations.
- Format your paper according to APA standards.

2. Please answer the following questions:

- What are some perceived benefits of building a learning organization? Provide a scenario in which it would be beneficial to build a learning organization. What possible employee resistance does the scenario present?
- Choose a tool or model described in this week's reading. How might this tool affect cohesion, collaboration, and communication in an organization? How may this tool or model be applied to your organization?
- What are necessary elements of an effective learning objective? Why are these elements necessary?
- What methods may be utilized to design effective learning objectives that align with an organization's training strategy? Provide an example of each method.

Training Needs Analysis
Designing a new performance management system is crucial for Riordan Manufacturing as an attempt to align operational performance of the organization with actual performance from employees. To allow for successful development of such PM system, it is important to conduct SWOT Analysis of existing system. This will gather the information that consultants think are strengths in the system as well as the weaknesses, opportunities, and threats. SWOT can show many things that will help evaluate and improve the current system. Using SWOT helps analyze the systems already in place so that new and improved systems can be determined.
SWOT Analysis
Strengths
Weaknesses
- Riordan values integrity, and welfare of employees
- Poor internal processes and trainings
- Inability of company to retain top performers
- Inability of the company to offer compensation that aligns with market rate
- Lack of motivation
Opportunities
Threat
- Development of a training strategy based on observed performance review system
- Implement long-term career path and training courses to retain new and long-term employees and raise job satisfaction
- Focus on improving strategic planning for employee motivation and retaining high performing employees
- Evaluate current employee benefits for improvement and offer additional benefits
- High level of dissatisfaction among employees towards the company
- Organization is losing many employees who have great deal of information about Riordan's operations. This can affect profits and productivity within the company

Investigation of Riordan using TNA
A training need analysis was done to clarify organization's goals and evaluate possible solutions to achieve those goals. As the first step to identify training needs, Riordan was investigated from perspectives of stakeholders, senior management, and human resources department.
The CEO of Riordan as the main stakeholder is concerned with performance and services the company provides to customers and employees. The CEO, to maximize the market share changed the structure of Riordan. The problem here was that in spite of employee's dissatisfaction over compensation, the CEO ignored their grievance and went ahead with his intentions to expand the scope of operations.
The senior management has the responsibilities of employee performance, increasing company revenue, and becoming role models for employees. The senior management team values the honesty, integrity, and personal gain each employee gives to the company. The senior management is concerned about the change in performance expectations as a result of new vision of the company.
The human resources department has to increase employee productivity, and hence directly increase revenues for the company. The human resources department believes the employees will be more productive if there were more promotions and employment recognition. On one hand the department knows that it is important for employees to get promotions, but on the other hand it cannot go beyond the set guidelines given by the company.
Steps of TNA conducted in the assessment
The following three steps were conducted to analyze the current environment and make informed and sound needs assessment decision:
1. Organizational analysis
2. Task analysis
3. Individual analysis
Organizational analysis looked at the effectiveness of Riordan Manufacturing and determines where training is needed and under what conditions it will be conducted. Major factors in the analysis involved organizational goals and resources available to fulfill those goals. Riordan, to become more competitive developed a new strategy which resulted in low work performance and low work morale within the organization.
Task analysis provided data about a job or group of jobs and the knowledge, skills, attitudes, and abilities needed to achieve optimum performance. A variety of sources are utilized for collecting data for task analysis:
- Job description - A narrative statement of the major activities involved in performing the job and the conditions under which these activities are performed.
- KSA analysis - A more detailed list of specified tasks for each job including Knowledge, Skills, Attitudes and Abilities required of incumbents
- Performance standards - Objectives of the tasks of the job and the standards by which they will be judged. This is needed to identify performance discrepancies.
- Observe the job/sample the work
- Perform the job
- Job inventory questionnaire - Evaluate tasks in terms of importance and time spent performing.
- Review literature about the job - Research the "best practices" from other companies, review professional journals.
- Ask questions about the job - Of the incumbents, of the supervisor, of upper management.
- Analysis of operating problems-Down time, waste, repairs, late deliveries, quality control.
Individual analysis analyzes how well individual employees are doing job and determines which employee needs training and of what kind. Such information was obtained from
- Performance evaluation-for identifying weaknesses and areas of improvement
- Performance problems-these were analyzed for decrease in productivity, impact on product quality, down time in manufacturing, cases of accidents, repairs, and customer complaints
- Observation-employee behavior was analyzed
- Work samples-products produced were analyzed
- Interviews-Managers, supervisors, and employees were talked to. Employees were asked what they wanted to learn
- Questionnaires-these were used to measure job related qualities such as knowledge and skills
- Attitude surveys-used to measure morale, motivation, satisfaction

Alignment of PM systems to Riordan's strategic plan
The existing performance management system does not align with the new vision of Riordan Manufacturing. In the past few years, the company has been experiencing decrease in sales which is causing the management to rethink their business strategy in manufacturing and marketing. The Human Resources department is aware of this issue but has not been able to do anything so far. As a result the department is failing to fulfill its role of supporting core business functions. The particular areas which are of concern in this respect are lack of employee motivation, lower pay level, small group of high performing employees, and lack of structure in performance reviews. It is a challenge for the management to understand the importance of mentoring and making a place for career development for employees which makes the PM system fall out of sync with the overall strategic plan of the organization.
Person analysis as linked to actual performance
Employee's main interests are in opportunities provided by the organization, job satisfaction, and recognition. They believe that they have a right over the company and need to be told what's going on in the organization on a timely basis. The employees value loyalty, fairness, and reliability between the senior management team and human resources. However, as Riordan is changing strategy, employees feel that there is a lack of communication. As a result, employees believe that they are not being recognized as team players and hence there is a lack of motivation among employees. As a result the direct impact is on the organization leading to decrease in actual performance of the organization.
Reactive or Proactive TNA
At Riordan, majority of problems have stemmed up as a result of inefficiency of the organization to pay attention to employee issues. This has been due to lack of attention by CEO, senior management, and the human resources department. Hence, to address the current problems, it is required to adopt reactive TNA. Once the organization is back on the track, proactive TNA should be used so avoid facing such issues in the future.

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