Performance Need Analysis

Performance needs include training needs

....PERFORMANCE NEED ANALYSIS-

1. Critical Performance gap areas as compared to industry standards
• Use ROE chart
• Identify critical performance areas
• Use key performance indicators
• Use performance measures
2. Apply variance analysis on key result areas using industry standards.
• component ratio analysis as root cause analysis
• error in strategies
• Pareto or sensitivity analysis
3. BSC perspectives or strategic maps to measure the impact on change.
• the ultimate goal in business is the return on equity or capital
4. Draw individual performance gaps through KPIs.
• eliminate the effect on volume
• eliminate other reasons to performance
• Output input analysis
• Graphic presentations
5. Non-Training solutions to performance gaps
• motivation,
• empowerment/authority
• information
• resources
• Technology
• communication
6. Identify critical non performers or groups in the organisation for competency gap analysis

.....-Competency Gap Analysis on the non-performers  

1. From the performance gaps identify the critical non-performers individuals or groups.
2. Draw competency gaps from the critical performance gaps
• HR perspectives
• Pareto principle
• Sensitivity Analysis
• best practices
3. Component breaking profile
• compare against industry standard worker
4. Input - outcome processes
5. Poor performers profile as compared to best practices.
6. Confirm competency gaps with experts, focus groups etc
• Job Analysis - duties
• task analysis
7. Justifying training through the expected ROI

       HOW TO IDENTIFY AND ASSESS COMPETENCY GAPS AMONG THE NON-PERFORMERS

1.          Compare your actual performance to industry standards to recognise critical performance gaps.
2.           Calculate the industry KPI rate and your KPI rate to confirm the performance gaps
3.                    What is the causal factor of the gaps?  Is it because of efficiency / competency gaps?
4.                     Is the performance gaps due to technical, management or job holder's incompetency?
5.                     Profile the competency of the standard worker definition on that particular job activities.  Apply best practices?
6.            Draw the competency gaps through comparison with the standards - depth and width
7. 
   

Copyright Arriffin Mansor 012-2786282