PERFORMANCE AUDIT - the first step towards TNA

(measure performance and analysis for training purposes -  read this article with others)

1.  Performance gaps analysis
      (use Du Pont ROE Chart)

• Organizational Objectives - BSC perspectives
• Critical performance gaps - using KPIs
• Management audit

2.  TARGET POPULATION 

      (Targeted Job Holders with Critical Performance Gaps)

• No. of Participants
• Location
• Department
• Education/Experience
• Background
• Current Job Experience / Job Description
• Current Performance vs Expected Performance
• Language/Cultural Differences
• Anticipated Attitudes

3.  TASK ANALYSIS ( Detailed competency analysis)

• Duties
• Task Description
• Frequency
• Proficiency
• Performance Criteria
• Conditions
• Underpinning Knowledge
• Skills , Attitudes
• Competencies
• KRAs
• BSC perspectives
• KPIs
• Best Practices
• Benchmarkings 
1. 
   
2. Job Analysis

• Level of knowledge
• Level of Skills

How job descriptions are affected by performance management

1. Establish and define performance objective - job description
2. Establish and agree on performance gaps between the achieved and the standards
3. Identify best practices and sets of required competency.
4. Discuss and agree on key result areas - job description
5. discuss and agree on key performance indicators - job description
6. Delegating by performance metrics
7. Accountability by performance results and performance evaluation
8. Job description shows the person you report to.
9. Job description also define the required authority to be delegated.

                                        Arriffin Mansor 012-2786282