Volume One Issue One
Page 4 – Performance DNA Analysis
Influence Analysis
The Influence Analysis phase is the culmination of work started in the preceding phases. It is the point at which the analyst uses the data and insights gathered about the influences contributing to performance gaps to assess them in depth. The Influence Analysis phase consists of a set of assessments and activities which are meant to be used selectively in response to suspected performance issues. The tools in this section do not follow a particular order of use other than first identifying hypotheses about the influences that should be explored in more depth. The influences that can be examined include the following, each of which is supported by a separate assessment tool:3
• General workplace structure and environment
• Learning, development and training programs
• Factors affecting personal motivation
• The overall structure and support of management
• The factors involved in the hiring and selection of personnel
• The usability and usefulness of critical tools and technologies used in the creation of outcomes.
Pulling it all Together
At the completion of the Influence Analysis phase the analyst will be ready to consolidate findings and prepare a report of findings and recommendations to the client sponsor.
A job aid is provided to help the analyst consolidate outcomes, work processes, and tasks into a ‘model.’ This model should indicate the primary outcomes produced, and the work processes and tasks that are performed in order to achieve business goals effectively and efficiently. This model will also indicate the factors that influence the ability to produce a high level of performance.
When Performance DNA Analysis tools are used in an organization the target performance is clearly identified, including ALL influences that enable this level of performance. In addition, areas of influence that need further attention or correction (such as skill/knowledge issues) are highlighted for further investigation.
Using the Performance DNA methodology has numerous benefits. It is a standard toolset built on best practices from over 30 years of human performance improvement. It enables analyses to be completed in less time than previous methodologies because it guides the analyst to focus on what is important (avoiding “analysis paralysis”). Finally, and most importantly, the results of these analyses provide organizations with the information they need to make better decisions about how to spend resources to improve performance.
References
1 HPI is an acronym for Human Performance Improvement.
2 ASTD is the American Society for Training and Development.
3 Processes, a critical influence on performance, was examined in the previous 2 phases and not captured here.
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