Improving Employee Performance

Two Main Topic Discussed in this book are:

Performance Gap Performance Analysis

What is Performance Gap?

Performance Gap can be any problem which generates a negative value between actual and standard situation, i.e., actual-standard.

What is Performance Analysis?

In Performance Analysis, we analyze the cause for performance gap, before implementing solutions to reduce it.

Two Approaches of Problem Solving

Diagnostic

Quick Fix Re-fix Re-fix Solution

Diagnostic Approch can take time but It can fix problem first time it is implemented.

Quick Fix solves the problem instantly but it

may require many re-fixes in long run. So, the best approach is to adapt diagnostic approach but with quick responses.

Why do managers need to be skilled in Performance Analysis?

It is no longer adequate for a managers to be a subject-matter expert or a solo high performer. With the decline of intermediaries, line training officers and HR staffs, the manager of today has to be a coach and facilitator of high performance from his or her team.

According to Thomas Gilbert, The Reasons that people do not perform are caused by a combination of things, usually in this order:
Inadequate information or reference material. Poor working environment or inadequate

tools. Poor incentives. Lack of knowledge. Lack of skill. Poor motivation.

Employees performance problems can tak place at many levels:

Individual. Team. Organization.

The seven steps of Performance improvement process:

What is the problem?

What is happening now?

What do we want to Happen?

Who is involved?

What is the cost of the Gap? What are the causes and potential solutions?

ACTION PLAN

STEP 1 WHAT IS THE PROBLEM?

The first step is to focus on an initial idea of the problem and to avoid the solutioneering start. At first recognize the problem and then before thinking of any solution understand the whole problem. Ask questions to understand the problem. Try to get specific answers.

Problems faced by RSH Komputers

Infrequent co-ordination between

Academics and counselling. Lack of proper academic planning . Lack of hunger for generating enrollment in each and every staff. Lack of manpower.

STEP 2 WHO IS INVOLVED?

Make a list of all the people who are involved or affected by that problem. This list will include all the people who are related to the people having problem or involved in problem. This list will also include the customers of that organization.

System Diagram: RSH Komputers

Management Policies Counsellor HO Policies Customers Academics Accounts

STEP 3 What is happening now?

Quick Fix and defensive approach for all problems.

STEP 4 What do we want to happen now?

Create a vision for proper and systematic academic

delivery. More optimum utilization of available resources. Awareness and hunger for more and more enrollments. Smooth co-ordination between marketing and academics. Provide motivating targets to each staff.

STEP 5 What is the cost of gap?

Not able to upgrade our resources. Late salary payment. Delayed appraisal. Dissatisfaction between staff and students.

STEP 6 What are the causes and potential solutions?

Visualize the actual cause and provide appropriate and feasible solution

STEP 7 Action Plan?

We will decide it now.