Volume One Issue One
Page 2 – Performance DNA Analysis
The top section of the graphic that follows represents the process of how performance unfolds, from left to right. This includes hiring the right person for a job, then training, motivating, and managing them, and finally, providing adequate work environment and tools (each of which is an “influence”). Given enough positive influences, the performer completes individual tasks that combine into work processes, which results in the production of valuable outcomes and the achievement of business results.
The bottom section of the graphic represents how Performance DNA Analysis unfolds, from right to left. First, the focus is on the articulation of business and project goals and the definition of desired job outcomes. Given the target job outcomes, analysis determines the cause of exemplary performance, including examining the work processes and tasks the performer completes and the influences that support (or detract from) performance (and ultimately, the achievement of business goals).
Performance DNA Phases
The Performance DNA hierarchy contains four analysis phases:
• Business Analysis
• Performance Analysis
• Key Performer Analysis
• Influence Analysis
These four phases are rooted in ASTD’s2
Human Performance Improvement (HPI) model. Each analysis phase is composed
of job aids that support the performance of the analyst and ensure consistency
and reliability in documentation. Each job aid may contain one or more
activities that are performed by the analyst to complete the phase.
Each phase has an associated toolbox, which is a collection of guides,
templates, tables, and checklists. The toolbox is designed to assist the
analyst in assimilating the various pieces of the performance puzzle and
producing the outputs and results.
