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Smjcommunicationsllc Perf & Gap Analysis F420
Smjcommunicationsllc Perf & Gap Analysis F420
Smjcommunicationsllc Perf & Gap Analysis F420
Smjcommunicationsllc Perf & Gap Analysis F420
Smjcommunicationsllc Perf & Gap Analysis F420
Smjcommunicationsllc Perf & Gap Analysis F420
Smjcommunicationsllc Perf & Gap Analysis F420
Smjcommunicationsllc Perf & Gap Analysis F420
Smjcommunicationsllc Perf & Gap Analysis F420
Smjcommunicationsllc Perf & Gap Analysis F420
Smjcommunicationsllc Perf & Gap Analysis F420
Smjcommunicationsllc Perf & Gap Analysis F420
Smjcommunicationsllc Perf & Gap Analysis F420
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Smjcommunicationsllc Perf & Gap Analysis F420

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Employee performance in the workplace is too important to be left to chance

Employee performance in the workplace is too important to be left to chance

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  • 1. Performance Mapping & Gap Analysis 248 890 6050 [email_address] Because employee performance in the workplace is too important to be left to chance
  • 2. Why Performance Mapping & Gap Analysis Travel becoming a cost issue Web-based distance learning becoming the training method of choice How sure are you that your training content truly aligns with the changing business needs Performance mapping and performance gap analysis allow an organization to quickly identify and respond to its most urgent human performance needs and establish a framework for future workplace support strategies ?
  • 3. Why Performance Mapping & Gap Analysis
    • A Gap Analysis Study reveals and prioritizes urgent learning and support needs. These results allow you to build a training curriculum with a targeted performance support strategy, giving your employees the correct critical training and tools needed for success. You also identify if training is really the correct intervention, the issues may be resources or information…
    Print Workshop Web/DVD Experiential Product Skills Process Business How What Why When Who Performance Improvement Strategy
  • 4. The Performance Map
    • We interview top performers and managers building a detailed Performance Map that outlines all the tasks and tools an employee does or needs during his daily activities. The Performance Map is a critical piece; it’s the roadmap for everything else that follows.
    • The interview consists of:
    • Meeting highly successful performers to discover what
    • workplace habits & activities they employ to
    • achieve success
    • Identify resources, inputs, and workplace
    • conditions needed to perform these activities
    • Identify for each activity: the frequency it’s
    • performed, the difficulty to learn, and the
    • importance to the job
    Performance Mapping describes the “ Desired State ” of Performance
  • 5. The Performance Map Task Analysis (Performance Map) identifies the critical tasks performed by highly successful employees. There is also a very detailed list of, activities, resources, skills and behaviors needed to complete the tasks efficiently.
  • 6. The Gap Analysis Survey
    • The Performance Map will be used to build a detailed web-based survey that employees and their supervisors will be asked to complete. The results will be divided by high, average and low performers, as well as supervisors, and then tabulated.
    • The Survey has two critical areas with a ranking from 1 to 5;
      • How important is the task? Will not doing this task, or doing it poorly, have a critical impact on your business or a sale?
      • How proficient are you at this task? This is a self assessment of an employee’s proficiency of the given task. The employee’s supervisor will also assess the employee. Appropriate set up is needed to facilitate an accurate response.
  • 7. The Gap Analysis Survey Managers are asked to rate the importance of each item and then the proficiency of their high, average and low performers Performers are asked to rate the importance of each item and then their own proficiency. Its important to know that a low proficiency isn't wrong or bad! We recommend a web based survey, but it can be administered as a paper survey
  • 8. Survey Results
    • Results will be statistically analyzed and the performance gaps identified and prioritized based on a percentage gap between proficiency and importance. The Gap Analysis will also divide the results by supervisor, high, average and low performing employees.
    This example identifies that statistically, both the supervisors and the average performers agree that “maintaining communication with customer base” is important, but the employee’s are not very good at it. Results order is by performance gap, not necessarily task importance.
  • 9. Survey Results Supervisor and performer concur – gap This is the area of priority; it identifies a collectively agreed upon performance deficiency Supervisor sees gap – performer does not This too is an area of concern, but prioritizing the improvements is no longer guess work Performer sees gap – supervisor does not This type of result is more prevalent with the high performers; they tend to apply more pressure on themselves than their supervisors do Supervisor and performer concur – no gap This area of the results imply everything is on track, neither the supervisors, or the performer see a deficiency between importance and proficiency
  • 10. Putting It All Together
    • Using performance mapping in conjunction with an employee survey (gap analysis) reveals critical performance gaps. The performance map defines the " desired state " of performance, the survey reveals the " current state " of performance. The gap between the two represents the performance challenge.
    Performance Map Employee Survey Gap Analysis
  • 11. The Results
    • Results identify deficiencies in critical job tasks and is a great tool to help plot an immediate initiative for quick result. It also serves as a good foundation for long-term planning and curriculum development for a learning program. Either way, you now have a clear snapshot of what needs to be done to continue developing employees.
    • You can now confidently develop a targeted training curriculum based on your employees’ self identified needs and you have a quantifiable results for future measurement.
    Employee Performance Employee Retention Customer Satisfaction Profitability
  • 12. Next Steps
    • Contact SMJ Communications, LLC… We are ready to conduct a Performance Mapping & Gap Analysis survey for your company.
    • We will:
      • Conduct interviews with target audience groups
      • Build Performance Maps and validate
      • Conduct a web-based survey and collate results
      • Run a statistics analysis and compile a Gap report
      • Prioritize and recommend a Performance Improvement strategy
    The Performance Mapping and Gap Analysis methodology has been a key element in winning prestigious awards from both the American Society for Training and Development (ASTD) and Chief Learning Officer Magazine
  • 13. Performance Mapping & Gap Analysis 248 890 6050 [email_address] Because employee performance in the workplace is too important to be left to chance

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