Improving Employee Performance

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Improving Employee Performance
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Why Look at This in Depth?

• Competitive Edge
• Cost Effectiveness

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• Focus on Knowledge
• Need for Service

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• Increasing Diversity
• Forecast Skill Shortage

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Two Main HR Systems

• Training Development
• Performance Management

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Performance Management
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Performance Management Defined

• A technology for creating a workplace that brings
  out the best in people while generating the
  highest value for the organization
• A technology of behavior change based on the
  science of behavior analysis

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Applied Behavior Analysis Answers These Questions

• Why we act as we do
• How we acquire habits
• How we lose habits

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What Performance Management is Not

• Performance appraisal
• Organizational hierarchy
• Rigid narrow system that limits initiative
  creativity
• Common sense
• Atta boy, warm-fuzzy, pat-on-on-the-back, or
  One-Minute Manager

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What Performance Management is

• Driver of business results
• System for maximizing all kinds of performance
• Creates enjoyable place to work
• Useful in enhancing relationships at work, at
  home, in the community
• An open system
• nothing illegal, immoral, or unethical
• No formal psychological training needed

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EmployeePerformance
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Factors that Influence Performance
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PerformanceProblems
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Required Performance
Actual Performance
Performance Gap
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• Job study
• Task analysis
• Talk to manager
• Outputs
• Job description

• Time studies
• Performance records
• Sales
• Errors
• Accidents
• Survey
• Interview
• Observation

How can this formula help you in dealing
with performance problems?
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Types of Job Performance Records

• Outputs
• Costs
• Time
• Quality

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Types of Job Performance Records - 1

• Outputs
• output/hour
• items sold
• units produced
• inventory turnover
• shipments
• tasks completed
• work backlog
• money collected
• forms processed
• cases handled
• productivity

• Costs
• sales expense
• unit costs
• costs/account
• cost savings
• budget variances
• program costs
• employee turnover
• grievances
• safety violations

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Types of Job Performance Records - 2

• Time
• overtime
• processing time
• lost days
• repair time
• completion time
• training time
• work stoppages
• order response
• late completions
• equipment downtime
• supervisory time
• schedules met
• break-in for new people
• absenteeism
• excessive breaks
• time saved

• Quality
• error rates
• re-work
• inventory adjustments
• rejects
• scrap
• product defects
• shortages
• accidents
• objectives not met
• waste
• deviation from standard
• product failures
• customer complaints
• employee complaints
• job satisfaction

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Identify Cause(s) of the Problem

• Most employees would do it if they knew it.
• Poor job performance always has a cause. In the
  overwhelming majority of situations, when you
  discover a gap between required performance and
  actual performance, it will be one or more of
  these seven factors of job performance

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Causes of Performance Problems

• Knowledge skill
• Capacity
• Standards
• Measurement
• Feedback
• Conditions
• Incentives motivation

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Solutions for Performance Problems

• Knowledge skill
• provide classroom, self-paced instruction
• provide practice, job aids, coaching
• Capacity
• change personnel
• Standards
• develop/publicize
• Measurement
• develop/revise

• Feedback
• provide, improve use
• Conditions
• reorganize, upgrade, redesign, reduce
  interference
• Incentives
• provide/strengthen positive consequences
• remove/weaken
• negative consequences for good performance
• positive consequences for poor performance

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Solutions for Performance Problems

• Feedback
• provide, improve use
• Conditions
• reorganize, upgrade, redesign, reduce
  interference
• Incentives
• provide/strengthen positive consequences
• remove/weaken
• negative consequences for good performance
• positive consequences for poor performance

• Knowledge skill
• provide classroom, self-paced instruction
• provide practice, job aids, coaching
• Capacity
• change personnel
• Standards
• develop/publicize
• Measurement
• develop/revise