By Shirley J. Caruso, Ed.D.
When you wish to improve organizational performance or resolve a problem that has been observed or brought to the attention of members of an organization, a performance analysis is warranted.
According to Phillips (2002), there are four performance improvement needs: Business, Job Performance, Training, and Individual (Phillips, 2002).
When a performance analysis is carried out, the long term approach should be taken to make certain that the performance enhancement initiative connects with the organization’s mission, vision, and values. This ties each need with a metric to ensure that it actually does what it is intended to do. This is best accomplished by linking performance analysis needs with Kirkpatrick’s Four Levels of Evaluations (Phillips, 2002):
- Business Needs are linked to Results or Impact (level 4)
- Job Performance Needs are linked to Behavior (level 3)
- Training Needs are linked to learning (level 2)
- Individual Needs are linked to Reaction (level 1)
Business Needs
The problem or performance initiative is investigated to determine how it supports the organization’s mission, vision, and/or goals. Solving a problem or improving a process is equal to or better than ROI (return on investment). Focusing strictly on ROI cause many organizations to focus only on conserving costs which could lead to a reduction in or elimination of the mainstay of a business. Working to enhance a process or performance that sustains an organization’s mission, vision, and/or goals is a tactic that can improve productivity bringing about measurable ROI.
Job Performance Needs
When analyzing job performance, the job’s processes, environment, and actual performance verses masterful performance need to be reviewed.
Some tools that should help are:
- Performance Gaps
- Analysis Information
- Jobs and Tasks
- Tasks
- Analysis Templates (RTF file)
- Various Approaches to Needs Analysis
- Mobile Tool for Performance Analysis designed by Brad Minor
After business needs and job performance needs have been evaluated, the processes and performances that need to be enhanced should be evident. The next step is to examine the findings to determine what performance interventions, if any, are needed (training and development, performance support, coaching, mentoring, etc.).
Training Needs
In this part of the analysis, you need to think beyond training to determine what kind of performance intervention will actually close or significantly narrow the performance gap.
As performance is examined for any needed interventions, determine what the performer needs to know in order for the performance intervention to be successful and how learning requirements will be evaluated. In addition, determine how learning requirements will be evaluated.
Individual Needs
The Individual Needs Analysis is the identification of the target population. Individual needs delve deeper than training needs. This step ensures that the performance intervention is consistent with individual requirements.
Summary
The initiative behind a performance analysis is to review the system, recognize a need, assemble an evaluation (measurement instrument) that identifies the objective, choose the intervention, and then develop content and context that will close or significantly narrow the gap between the need and the objective.
References
Phillips, J. & and Phillips, P. “Reasons Why Training & Development Fails…and What You Can Do About It.” Training Magazine, September 2002 (pp. 78-85).
http://www.nwlink.com/~donclark/analysis/analysis_system.jpg
I do agree that performance analysis is an important process if we want to improve the oraganizational perfrormance or solve a possible problem. As always, we first need to identify the problem, find the performance gap, and propose appropriate solution or solutions.
Too often organizations are quick to jump to conclusions when performance is diminsihing and unfavorable in contrast to organizational standards. It is important to ultimately understand the root cause of the problem and address through an effective performance analysis. Not doing so can affect operational effectiveness, diminish investments and profits and even affect morale of the entire organization.
A performance anaylsis is very important in determining which of the four needs a company must be met. We must understand where the problem is centrally located. That way our focus can be shifted to the area in the company that is creating this problem; by doing this will we only be able to successfully close the gap.
A performance analysis provides the necessary steps for an organization to weed out what ever flaws it may hold. In focusing in on what areas of the organization that are in need of improvement our attention can be brought to the exact location of where performance gaps need to be filled.
I agree that the performance analysis is a very important step and that we need to evaluate the situation to determine what area the problem sits and what really needs to be done to meet the organizations needs.
This article is very helpful and accurate. It really goes in to detail when it comes to the performance analysis system. The four improvement needs are the core of an issue and when seen as individual concepts in a deeper perspective one can begin to understand what the issue is and how to address it.
An analysis is a necessary step and/or starting point in defining and achieving goals. First, we need to identify where we have a shortfall. After that’s determined, then we will have a better understanding of the next steps needed to solve a problem or improve a process.
I agree with the four performance analysis needs which includes Business, Job Performance, Training, and Individual needs. It is important to focus on the objective, find the problem, consider the performance gap and solve the problem appropriately.
The four levels of evaluation for the performance analysis is a great way to solve the company‘s problems. This will help the organizations to improve on their goals. This will also help the company’s performance gaps like training needs and individual needs.
All components of a business drive one another, and this can work in favor or against the business. Once a problem is perceived, all of the different aspects that are listed in the article (such as business, training, and individual needs) need to be fully examined. Often times improving one area will help the whole system function better, or at least narrow the gap between the need and the objective. An accurate and in depth performance analysis is crucial in order to solve the correct problem and implement the right type of change or intervention.
The four objectives described in this article are necessary in achieving improvements in performance gaps. Most companies miss one or more of these steps when they are trying to improve there bottom line.