This document outlines a framework for performance-based organization diagnosis from an organizational and human resource perspective. It discusses diagnosing performance at the organization, process, and job levels using various tools such as relationship maps, surveys, analysis worksheets, process maps, role matrices, and job flows. The goal is to identify performance gaps and improvement actions to enhance organizational effectiveness.

1. OD/HRD Series Performance-based Organization Diagnosis Shinichiro Kawaguchi, Ph., D. How to Implement Performance-based Organization Diagnosis from Organization/Human Resource Perspectives

2. High Organization Performance / Management Quality Output HRM/OM ● Integrated-MBO ●Policy Management ●Project Management ●HR Planning ●Wage-Salary System ●Performance Management ●Balanced Score Card OD ● Integrated-MBO ● Motivation/Moral ●Leadership ●Quality Award ●Knowledge Management ●Performance Management ●Balanced Score Card HRD ● Integrated-MBO ● Problem-Solving & Decision Making ●Motivation/Moral ●Leadership ●Performance Management ●Competency Development Organization Level Process Level Job Level Performance - based Organization Diagnosis ● Objectives-Setting ●Design ●Management Input Conversion Process Feedback Framework of Performance-based Organizat ion Diagnosis and Countermeasures Bench Marking Strategy-focused Participative

3. = Course Outline = 1. Framework of Performance-based Organization Diagnosis 2. Deployment of Performance-based Organization Diagnosis 3. Nine Performance Factors for Performance-based Organization Diagnosis 4. Tangible Process of Organization Diagnosis and Countermeasures 5. Tools for Performance-based Organization Diagnosis 6. Organization Diagnosis and Countermeasures at Organization Level 6-1. Relation Map 6-2. Organization Survey : Motivation Survey 6-3. Organization Survey : Moral Survey 6-4. Organization Survey : Leadership Survey 6-5. Organization Analysis and Improvement Worksheet 7. Organization Diagnosis and Countermeasures at Process Level 7-1. Process Map 7-2. Process Analysis and Improvement Worksheet 8. Organization Diagnosis and Countermeasures at Job Level 8-1. Role/Responsibility Matrix 8-2. Job Flow 8-3. Job Analysis and Improvement Worksheet

4. Vision Value Mission Business Goals/Objectives External Environment ● Market needs ●Competitors ● Regulation ●etc. Internal Environment ● Organization Culture ● Organization Structure ● Process flow ●etc. Organization Level Process Level Job Level Influence Influence Diagnosis Diagnosis 1. Framework of Performance-based Organization Diagnosis

5. Nine Performance Factors for C.O.D. 1. Framework of Performance-based Organization Diagnosis Hierarchy of Organization Organization Level Process Level Job Level = Performance Factors = ● Objectives-Setting ● Design ● Management = Level = ● Organization Level ● Process Level ● Job Level = Perspectives = ● Strategy - focused ● Participative Job Management Job Design Job Objectives-Setting Job Level Process Management Process Design Process Objectives-Setting Process Level Organization Management Organization Design Organization Objectives-Setting Organization Level Management Design Objectives-Setting

6. Goal/Objectives Customer Organization (Relationship map) Organization Level Process Level 2. Deployment of Performance-based Organization Diagnosis (Process Map) Goal/ Objectives S1 S2 Customer Func. A Func. B Func. C Sub Process Goals Process Analysis worksheet Criteria Setting Worksheet Job Level Job Analysis Worksheet Goals/Objectives Performance-based Organization Diagnosis Deploy HRM/OM,OD,HRD Role/Responsibility Matrix Vision,Mission,Business Plan

7. < Organization Level > 1). Organization Goals/Objectives : How about Goals/Objectives Setting at Organization Level from Financial/Customer/Business Process/Learning & Growth perspectives ? 2). Organization Design : How about Design at Organization Level from Financial/Customer/Business Process /Learning & Growth perspectives ? 3). Organization Management : How about Management at Organization Level from Financial/Customer/Business Process/Learning & Growth perspectives ? < Process Level > 4). Process Goals/Objectives : How about Goals/Objectives Setting at Process Level from Financial/Customer /Business Process/Learning & Growth perspectives ? 5) .Process Design : How about Design at Process Level from Financial/Customer/Business Process /Learning & Growth perspectives ? 6). Process Management : How about Management at Organization Level from Financial/Customer/Business Process/Learning & Growth perspectives ? < Job Level > 7). Job Goals/Objectives : How about Goals/Objectives Setting at Job Level from Financial/Customer /Business Process/Learning & Growth perspectives ? 8). Job Design : How about Design at Job Level from Financial/Customer/Business Process /Learning & Growth perspectives ? 9). Job Management : How about Management at Organization Level from Financial/Customer/Business Process/ Learning & Growth perspectives ? 3. Nine Performance Factors for Performance-based Organization Diagnosis

8. President General Manager Mgt. Planning Dep. Production Dep. Sales Dep. Production Eng. Dep. The Result of Nine Performance Facto ｒ Analysis at SME in Japan.

9. Summary of Nine Performance Factor analysis at each Function. Need to improve Organization Objectives-Setting and Process Design and Job Management Organization Management and Process Objectives-setting/ Management and Job Objectives -setting are good Production Eng. Dep. ● Design and Management ● Objectives-Setting Key word Need to improve Process level and Job level Organization Design is good Sales Dep. Need to improve Design/ Management at all levels Organization/Process Objectives-Setting are rather good Production Dep. Nothing special Job Level and organization/ Process objectives-setiing are good. Mgt.Planning Dep. Need to improve Process Design and Job Management Job Objectives-Setting is rather good General Manager Need to improve Organization Design and Job Management Objectives-Setting and Design are good. President Weak Point Strong Point

10. Organization Level Process Level Job Level Organization Survey Relationship Map Analysis & Improvement Worksheet Criteria- Setting Worksheet Analysis & Improvement Worksheet Process Map Role & Responsibility Matrix Job Flow Analysis & Improvement Worksheet 4. Tangible Process of Organization Diagnosis and Countermeasures = Nine Performance Factors = 1.Organization Level ● Relationship Map ● Organization Survey ● Analysis & Improvement Worksheet 2.Process Level ● Process Map ● Analysis and Improvement Worksheet ● Criteria-Setting worksheet 3.Job Level ● Role & Responsibility Matrix ● Job Flow ● Analysis and Improvement Worksheet

11. < Organization Diagnosis at Organization Level > 1). Relationship Map : Depict the customer-supplier relationships among the line and stuff function in organizations. 2). Organization Survey : Identify Strategy Map & Balanced Score Card and organization culture. 3). Organization Analysis & Improvement Worksheet : Identify the gap and improvement action for Organizational Critical issues, and related process < Organization Diagnosis at Process Level > 4). Process Map : Show how functions are involved as the order is processed and identify disconnects in the process. 5) .Process Analysis and Improvement Worksheet : Identify gap and improvement action for process critical issues, and related job. 6). Criteria-Setting Worksheet : Clarify critical dimension, measure and goals for process critical issues ( : if necessary ) < Organization Diagnosis at Job Level > 7). Role/Responsibility Matrix : Ensure that responsibility are allocated to appropriate job by appropriate person. 8). Job flow : Clarify the flow of job from upstream to down stream. 9). Job Analysis & Improvement Worksheet : Identify gasp, impact of gap , and cause of gap from five perspectives. 5. Tools for Performance-based Organization Diagnosis

12. Organization Level Process Level Job Level Organization Survey Relationship Map Analysis & Improvement Worksheet Criteria- Setting Worksheet Analysis & Improvement Worksheet Process Map Role & Responsibility Matrix Job Flow Analysis & Improvement Worksheet 6. Organization Diagnosis and Countermeasures at Organization Level ( ＊ ) = Nine Performance Factors = 1.Organization Level ( ＊ ) ● Relationship Map ● Organization Survey ● Analysis & Improvement Worksheet 2.Process Level ● Process Map ● Analysis and Improvement Worksheet ● Criteria-Setting worksheet 3.Job Level ● Role & Responsibility Matrix ● Job Flow ● Analysis and Improvement Worksheet

13. < Relationship Map > Purpose :Clarify information flow within organizations and external relationship. Components : Inputs , Output , Conversion Process, and Feedback including external circumstances. < Organization Survey > Purpose :Clarify information flow within organizations and external relationship. Components : Motivation Survey, Leadership Survey, Morale Survey, etc. < Organization Analysis & Improvement Worksheet > Purpose :Clarify achievement gap between desired levels and current level in organization. Components : Outputs, Actual performance, Gap, Impact of gap, Cause of Gap, Improvement action, Process which influence gap. 6-1 . Tools for Organization Diagnosis at Organization Level To Process Level Deployment

14. 顧客市場 Input & Output Conversion Process Feedback 6-1. Relation Map Internal Mgt. Planning Sec. Production G Quality Assurance G Production Eng. G Sales Ｇ ＣＳＧ Eng. Ｇ General Affair G Claim Clients/Market ・ Maker plan repair product (deliver) (order) plan repair (payment) Candidates for employment Interview Adoption External Organization ・ Business partners ・ Machinery makers ・ Business company (deliver) (order) External

15. 6-5. Organization Analysis & Improvement worksheet. ・ Purchase management of low material & others. ・ Check operation time ・ Process management of each step ・ Decrease of prime cost ・ Improve operation time ・ Introduce new equipment ・ Reinforce ＯＪＴ ・ Improve operation time ・ Waste of Organization structure & process ・ Ext. environment ・ defect ・ Luck of equipment & technology/skills/ knowledge ・ Luck of equipment & technology/skills/ knowledge Profit Customer reliance Customer reliance ４％ ９％ ４０％ - ５７％ + ９０％ + ４０％ - ５３％ + ９９％ + ８０％ ● Decrease total cost ● Improve yield rate ● Improve achievement of appointed date of delivery Process which influence the Gap Organizational Improvement Action Cause of Gap Impact of Gap Gap Actual Performance Desired Performance Organization Goals/ Objectives Business Goals/Objectives ： Increase Process Efficiency more than 30% Policy of Production Department to realize Strategic Goals/Objectives ： Quality & Speed Dep. ： Production Dep. group : Production Eng G.

16. Organization Level Process Level Job Level Organization Survey Relationship Map Analysis & Improvement Worksheet Criteria- Setting Worksheet Analysis & Improvement Worksheet Process Map Role & Responsibility Matrix Job Flow Analysis & Improvement Worksheet ( ＊ ) 7. Organization Diagnosis and Countermeasures at Process Level = Nine Performance Factors = 1.Organization Level ● Relationship Map ● Organization Survey ● Analysis & Improvement Worksheet 2.Process Level ( ＊ ) ● Process Map ● Analysis and Improvement Worksheet ● Criteria-Setting worksheet 3.Job Level ● Role & Responsibility Matrix ● Job Flow ● Analysis and Improvement Worksheet

17. < Process Map > Purpose :Clarify Process flow within organizations in line with critical issues at organization level. Components : each process from of “input from up-stream” to “output to down-stream”. < Process Analysis & Improvement Worksheet > Purpose :Clarify achievement gap between desired levels and current level in process.. Components : outputs, Actual performance, Gap, Impact of gap, Cause of Gap, Improvement action, Job which influence gap. < Criteria-Setting Worksheet > Purpose :Setting criteria for process improvement such as Dimensions, Measures, and goals. Components : Accomplishment, Critical Dimensions, Measures, Gals. ● Tools for Organization Diagnosis at Process Level To Job Level Deployment

18. 顧客市場 Feedback 7-1. Process Map Internal Training Bench Marking Person in Charge Data processing system Head of Dep. ・ Data of overtime & expense for putting out their work ・ Process machine Responsible person of cost Report Decision-making & indication Data Report Conversion Process Input & Output

19. 7-2. Process Analysis & Improvement worksheet. ・ Massive Purchasing ・ Training for skill-up ・ Guidance for measurement and feedback ・ Prepare manual/standards for measurement ・ Improve how to purchase ・ Clarify skills to be strengthen ・ Clarify measurement error ・ Ext. condition ・ Contents of order ・ Level of technology ・ Equipment ・ Luck of technology/skills/ knowledge about measurement Profit Profit Profit 10 ％ 8 ％ 3 ０％ 0 ％ +2 ％ -2 ０％ -10 ％ +10 ％ -5 ０％ ● Cost reduction of law material & others ● Improve machine operation time ● Decrease reinspection rate Job which influence the Gap Process Improvement Action Cause of Gap Impact of Gap Gap Actual Performance Desired Performance Process Goals/ Objectives Process Goals/Objectives ： Decrease total cost more than 53%, Improve yield rate more than 99%, Improve achievement rate of appointed date of delivery more than 80% Policy of Production Department to realize Strategic Goals/Objectives ： Quality & Speed Dep. ： Production Dep. group : Production Eng G.

20. Organization Level Process Level Job Level Organization Survey Relationship Map Analysis & Improvement Worksheet Criteria- Setting Worksheet Analysis & Improvement Worksheet Process Map Role & Responsibility Matrix Job Flow Analysis & Improvement Worksheet ( ＊ ) 8. Organization Diagnosis and Countermeasures at Job Level = Nine Performance Factors = 1.Organization Level ● Relationship Map ● Organization Survey ● Analysis & Improvement Worksheet 2.Process Level ● Process Map ● Analysis and Improvement Worksheet ● Criteria-Setting worksheet 3.Job Level ( ＊ ) ● Role & Responsibility Matrix ● Job Flow ● Analysis and Improvement Worksheet

21. < Role/Responsibility Matrix > Purpose : Identify Role & responsibility for workplace and individuals inline with critical process issues. Components : Role & responsibility for workplace and individuals inline with critical process issues. < Job Flow > Purpose :Clarify Job flow within Process in line with critical issues at process level. Components : each job from of “input from up-stream” to “output to down-stream”. < Job Analysis & Improvement Worksheet > Purpose :Clarify achievement gap between desired level and current level in job . Components : Goals, Actual Performance, Gap, Impact of gap, and six factors of cause of gap. Deploy HRM/OM,OD,HRD Deployment ● Tolls for Organization Diagnosis at Job Level

22. 8-1. Role/Responsibility Matrix Realize zero machine failure for one month Prevent machine failure Realize defect of injection rate less than 30% Prevent defect of injection More than three suppliers. Look for suppliers of law materials. -10 ％ +10 ％ -5 ０％ ● Cost reduction of law material & others ● Improve machine operation time ● Decrease reinspection rate Person in Charge C Items Goals Person in Charge B Items Goals Person in Charge A Items Goals Desired Performance Process Goals/ Objectives Process Goals/Objectives ： Decrease total cost more than 53%, Improve yield rate more than 99%, Improve achievement rate of appointed date of delivery more than 80% Policy of Production Department to realize Strategic Goals/Objectives ： Quality & Speed Dep. ： Production Dep. group : Production Eng G.

23. 顧客市場 Conversion Process Feedback 8-2. Job flow ・ Skill survey ・ Process Analysis ・ Job analysis ・ Level survey Training System Skill Map ・ Adjustment ・ polishing ・ Electric discharge -process ・ Shaving by polishing/Cutting ・ Core-technology ・ etc. ・ Core technology ・ Spec. of parts ・ Job standards ・ Operation method revision data reflection revision Bench-marking g External Training Input & Output

24. 8-3. Job Analysis & Improvement worksheet. ・ Bench Marking ・ In house/outside Training ・ Bench Marking ・ In house/outside Training ・ Bench Marking ・ In house/outside Training ・ Bench Marking ・ In house/outside Training ・ Prepare Job Standard ・ Clarify Skill map to be improved ・ Prepare Job Standard ・ Clarify Skill map to be improved ・ Prepare Job Standard ・ Clarify Skill map to be improved ・ Prepare Job Standard ・ Clarify Skill map to be improved Low level Medium Level Low Level High Level Medium Level High level Medium level Medium Level ● Skill up of Joint & polishing technique ● Skill up of Electric Charge process ● Skill up of Cutting & Shaving Technique ● Skill up of Core –technology for making metal jig Training which influence the Gap Job Improvement Action Cause of Gap Impact of Gap Gap Actual Performance Desired Performance Job Goals/ Objectives Process Goals/Objectives ： Cost reduction of law material & others more than 10%, Improve machine operation time more than 10%, Decrease reinspection rate less than 50% Policy of Production Department to realize Strategic Goals/Objectives ： Quality & Speed Dep. ： Production Dep. group : Production Eng G.

25. Sample of Technical Skill Map Target Level Skill Level (Joint Skill) Joint Accuracy Total Total Single Measure- ment Measure- ment Single ０．０１以下 ０．０３ ０．０２ ０．０１ ０．０２ ０．０３ Gear Total Total Single Measure- ment Measure-ment Single Below ０．０１ ０．０３ ０．０２ ０．０１ ０．０２ ０．０３ Various Shape Combination Single Total Single Total ０．００２ ０．００５ ０．００８ ０．００８ ０．０１５ Angle Shape Combination Single Total Single Total ０．００２ ０．００２ ０．００５ ０．００５ ０．０１ Round Shape High Medium Low

26. Sample of Technical Skill Load Map Joint Accuracy Skill Level Joint Skill Gear ● Person in charge A ● Person in charge B ● Person in charge C Various Shape ● Person in charge A ● Person in charge B ● Person in charge C Angle Shape ● Person in charge A ● Person in charge B ● Person in charge C Round Shape ● Person in charge A ● Person in charge B ● Person in charge C High Medium Low

27. Current Job Analysis and Improvement worksheet Current Motivation Action Plan to Improve Motivation = Improve Motivation = Link Motivation Survey to Training

28. Current Attitude Appraisal Worksheet Action Plan of Competency Matrix = Strengthen Competency = ● Job Implementation ● Problem-Solving ● Decision-Making ● Human Relations ● Organic Action Link Competency to Training