Question

• Human Performance Improvement (HPI) - Overview/Introduction
• Business Analysis: The driving force behind the HPI Process DUE Week 4

  INSTRUCTIONS: Identify a management issue/problem from a current or past workforce experience where there can be improvement to increase efficiency, communications or processes. Give the history or background of the management issue/problem you plan to explore then use the HPI methods you researched to identify how each of the analysis could be used to recommend improvements as a consulting manager. Include the previous Journal Essentials content where applicable in your on-going research . This is not a group activity.

• STEP 1: Introduce the management issue/problem you plan to analyze (don't change the issue once you start);
• STEP 2: Research each "analysis" and use the information to begin to identify ways to improve the management issue/problem;
• STEP 3: Within the research, note on the side your suggestions and/or questions that will provoke insightful or in-depth thinking that will enhance your analysis of the select issue/problem;
• STEP 4: Each header (i.e Business analysis, Performance analysis, etc.) of your identified management issue/problem is to transition smoothly into the next header (analysis) so that you are building an intervention analysis suitable for recommendation to upper management.

  INSTRUCTIONS: Identify a management issue/problem from a current or past workforce experience where there can be improvement to increase efficiency, communications or processes. Give the history or background of the management issue/problem you plan to explore then use the HPI methods you researched to identify how each of the analysis could be used to recommend improvements as a consulting manager. Include the previous Journal Essentials content where applicable in your on-going research . This is not a group activity.

• STEP 1: Introduce the management issue/problem you plan to analyze (don't change the issue once you start);
• STEP 2: Research each "analysis" and use the information to begin to identify ways to improve the management issue/problem;
• STEP 3: Within the research, note on the side your suggestions and/or questions that will provoke insightful or in-depth thinking that will enhance your analysis of the select issue/problem;
• STEP 4: Each header (i.e Business analysis, Performance analysis, etc.) of your identified management issue/problem is to transition smoothly into the next header (analysis) so that you are building an intervention analysis suitable for recommendation to upper management.

Answer 1

Human performance improvement:

Introduction- Human performance improvement is a tool that is used to create a consistent and sustainable performance in an organization, to set standard performance , measure the actual performance and find the gap in between and eliminating the gap which is lowering the ROI in the organization and designing a cost effective approach to improve the performance.

It includes Audits, interviews, setting milestones, observations, discussions etc.

HPI is a systematic and result based process. it's main focus is on the outcome, and improving performance which makes it different from human resource development activities. This process is focused on business goals and is directly linked to that. HPI is mainly conducted to achieve the business targets,and eliminate all those performance deficiencies which are resisting the organization in reaching the ultimate goal.

To reach the ultimate goals, the mission, vision and goals should be clear to each and every employee in the organization. HPI is used to know how the employee work are affecting those goals.

Importance of HPI in an organization:

• To improve employee performance
• To reach the organization's goals
• To maintain quality performance
• To get a good return on investment(HRD)
• Growth of employees
• Growth of organization
• Elimination of performance deficiencies
• Developing potentialities
• Better communication
• Improvement of Team work
• Improving the efficiency of employees

The driving force behind HPI Process:

1. Achieving Organizational goals
2. Developing organizational culture
3. Higher client and employee satisfaction
4. Speed of expansion
5. Retain Top talent
6. Employee motivation
7. Technology demand

Management problem: Problem with unclear reporting relationships

BUSINESS ANALYSIS

1) determining goals,

mission, vision and details of the project

2) consulting the management to know

in which matter the improvement needs and

gaining management commitment.

3) Deciding who, when, how, why ,where and what

will be measured. ( Reporting relationship problems)

PERFORMANCE ANALYSIS

1) Identifying organizational outcomes

and the reporting managers performance outcomes

2) Identifying how the reporting should be done and

how it is done.

3) conduct structured observation

4) expected standard performance

INFLUENCE ANALYSIS

Formulate and test hypothesis for:

1) technology and resources

2) selection and human resources

3) organizational structure

4) work processes and workplace

5) development and learning

6) personal motivation

7) organizational and management support

SOLUTION SELECTION

1) identifying the influences on performance ( primary or secondary)

2) to know the barriers and restraining forces

3) identifying all the possible solutions to correct the reporting relationship

4) solution set identification

SOLUTION PLANNING AND IMPLEMENTATION

1)Design a proper strategy to be implemented

2) To know if the stakeholders approve for the strategy

3) develop , design and test solutions

4) implementing the strategy, and tracking results

GAP- The wrong reporting, performance deficiencies

ACTUAL PERFORMANCE

The current performance status, how the management is reporting is other.

EVALUATION AND RESULTS

1) Evaluate actual and set performance standard

2) Getting feedback from team

3) Make improvements

4) Fill the gap

5) Check if management's expectations have met, if not use another HPI method.

RECOMMENDATIONS AND SUGGESTION- According to me, to solve the reporting relationship problem:

• CLARIFY WHO THE PERSON HAS TO REPORT TO, FOCUS ON ONE TASK FOR ONE PERSON
• PROPER ORGANIZATIONAL REPORTING STRUCTURE
• TIME TO TIME CHECK IF THE REPORTING RELATIONSHIP IS IMPROVING OR NOT, IF NOT USE ANOTHER HPI METHOD.