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Q 1. What is meant by performance analysis? Describe the “job performance needs” in an organization.

July 14, 2012 By: Meliza Category: 1st SEM

Ans:- Performance analysis is an assessment of process, equipment, employee, or any other factor to gauge progress towards predetermined goals. It is guided and assessed by effectiveness, efficiency, and equity. Front-end performance analysis is one of the most important investments that the organisations should make to achieve maximum return on all other investments in human performance.

Performance analysis provides a fresh view and direction for the organisation in a practical and systemic manner. A thorough performance analysis:

  • Identifies elements of effective management for performance under review.
  • Develops required training and non-training performance improvement programs.
  • Provides cost-effective ways for significant potential to improve performance.

The best use of performance analysis results in a consistent increase in performance-ramp up and productivity. It decreases the costs for developing and supporting desired performance.

Job Performance Needs

This is the second need in performance analysis. There is a slight difference between business needs and job performance needs. Business needs work on the future needs or visionary needs whereas job performance needs normally look at what is required right now. Business needs are future oriented whereas the job performance needs work towards the present needs.

Job performance mainly deals with job processes, environment, and actual performance versus need performance. It always links the person who is performing with the organisation. This evaluation is further divided into three types:

  • People
  • Things
  • Data

On the basis of these three types, job performance analysis is done in a simpler way. To make sure that all the job performance needs have been completed, the analysis should focus on the process level to evaluate the performance (Behaviour) of the employees of the organisation.

After completion of the business and job performance needs, one must know the whole concept of the current and the future requirements. There are some tools used for this analysis which has been listed below:

  • Performance Gaps: The difference between the actual or present performance and optimal performance is gauged with a formula. Here the present behaviour noted as (B) is subtracted from the standard that is desired (S) to measure the performance gap (G). The measurement, S-B=G needs to shortened in order to achieve objective. The formula can also be used to determine future standard also.
  • Analysis Information: The data gathered out of the four levels of evaluations are scrutinised for further decomposition into templates.
  • Jobs and Tasks: The five components describing Jobs are analysed. This consist of a description of the person doing the job, the duties (which can include one or more tasks), task which is identified by a definite beginning and end, the elements(which contain 2 or more KSA) and the Knowledge, Skills and Attitudes (KSA)
  • Tasks: Task is an action that contributes a specified end result and accomplishes an objective. Whenever there is a new process or equipment, when job performance is below the standard, task or need analysis is performed. Here task frequency, task criticality, the difficulties in learning, the importance to train, task difficulty, overall task importance are all described
  • Analysis Templates: Through the use of analysis templates it helps to gain an understanding of the system, such as department or process analysis. These templates help analysts and developers a background to work upon.
  • Various Approaches to Needs Analysis: It combines different methods like People-data-things analysis, tabletop analysis, Cognitive task analysis, Hybrid methods, observing the expert analysis, functional analysis etc.

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