Discuss the differences between, and the relationship among, the following levels of analysis: organizational analysis, operational analysis, and person analysis. Do more than provide a basic definition. Generate at least two important questions to ask when conducting each level of analysis. Identify at least two techniques, sources of data, or methods to collect data for each level.
Your initial post should be 250 to 300 words. Use this week’s lecture as a foundation for your initial post. In addition to the Blanchard and Thacker (2013) text, use at least one additional scholarly source to support your discussion.
Respond to at least two other posts regarding items you found to be compelling and enlightening. To help you with your reply, please consider the following questions:
- What did you learn from the posting?
- What additional questions do you have after reading the posting?
- What clarification do you need regarding the posting?
- What differences or similarities do you see between your initial discussion thread and your classmates’ postings?
- How do the questions you have generated for each level of analysis compare to those identified by others?
Your reply posts for Donald and Christy should be a minimum of 150-250 words each.
The operational analysis can include specific duties for employees that are incorporated in each position in the company that needs to performed to meet AP. Human Resource managers are very familiar with this because one of their job requirements is to be aware of duties of every job in their respective areas. Employees and HR managers that know this, can come together to converse about the job and what is going on in their area.
A company that is established in the planning phase, organizational analysis can show how the company’s internal structure can influence employee performance. Establishing company practice and culture can also be included. Our text state that,” Organizations strategy, its goals and objectives and the systems and practices in place is analyzed in relation to performance”(Blanchard, P. N., & Thacker, J. W. (2013). Some questions like; is diversity in the workplace promoted? How will that affect the work area? Does the policy of promoting from within the company motivate employees for success or retainment?
A company’s job performance duties and requirements in relation to an employee’s KSAs incorporates their personal analysis. I look at it as what a company searches for under minimum requirements for a job. A great example would be; A hiring manager tells a prospect most of their clients are Spanish speaking, can you speak both English and Spanish? Another example; the human resource position requires an applicant to have a certificate in both human resources and psychology, do you have those certifications?
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.
Organizational analysis according to Blanchard & Thacker (2013) focuses on the strategy of the organization, it’s goals and objectives, and the system and practices in place to determine how they affect employee performance. It also helps to identify any organizational performance gaps (OPGs) and should be able to provide any organizational strategies, resources, internal environmental factors, and the effect of any of these. The organizational analysis helps align training with the mission and make sure training is properly budgeting to avoid spending money on unnecessary training. In addition, deals with the general feeling of the organization including any reward systems, the design of the job and job performance.
The operational analysis focuses on what is required to do the job and includes job data which consist of job descriptions, job specifications, performance standards and questions about the job. Data should be collected by the supervisor because it provides a specific perspective and what it requires and allows any discrepancies to be investigated. (Blanchard & Thacker, 2013).
An assessment may be performed to determine the declarative knowledge of the employee and analyze the skills required to perform the job and is that employee having any sort of conflicts with that skill as well as the attitude of the employee which could impact behavior to other staff or employees. Competency is key, if the staff is not competent to perform the job training will be necessary to develop the employee. (Blanchard & Thacker, 2013).
Person analysis focuses on the employee and whether they have the KSAs to perform at the expected level. This can be determined by performance appraisals, performance data, observation, interviews, job knowledge tests, skills, tests and simulations, assessment centers, coaches or individual’s objectives. (Blanchard & Thacker, 2013).
Performance appraisals can be less reliable however because the supervisor may lack training on how the appraisal should be done, maybe a bias among certain staff or have a poorly developed appraisal process. Whereas the declarative knowledge test can test the knowledge of the employee to better determine what area they need to focus training on.
Procedural knowledge allows a metal model that includes maps, structures, and tasks and is then compared with a specific relationship in which the trainer must properly fit the employee. (Blanchard & Thacker, 2013).
All three types of analysis are important in developing the TNA to determine the training requirements to avoid spending money on training that is not necessary.
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc. [Electronic version]. Retrieved from https://content.ashford.edu/ (Links to an external site.)Links to an external site.