Performance Mapping and Gap Analysis

2020 ◽  
pp. 1-24
Author(s):  
Bonnie Beresford ◽  
Milica Vincent
Keyword(s):  
Organizational Performance ◽  
Financial Services ◽  
Gap Analysis ◽  
Learning And Development ◽  
Training Time ◽  
High Performing ◽  
Development Costs ◽  
Mapping Process ◽  
And Performance

When the learning and development manager of a financial services firm wanted to improve organizational performance, she stated, “I want to understand what the best performers do, and make the rest more like the best.” By studying high-performing salespeople, the organization discovered behaviors and practices that such performers did that made them more successful than their colleagues. Using a structured performance mapping process, the team documented the unconscious competence of in-role experts. A gap analysis of all performers objectively identified, quantified, and prioritized curriculum and performance support needs. This case study follows the journey of an organization that adopted this evidence-based process and now executes the gap analysis every third year to ensure continued relevance amid organizational and industry changes. The approach has yielded a highly regarded curriculum, the elimination of development costs for unneeded courseware, a reduction in training time, and changes in hiring profiles.

Using Performance Mapping and Gap Analysis to Improve Performance

2015 ◽  
pp. 1-17
Author(s):  
Bonnie Beresford ◽  
Paige Barrie
Keyword(s):  
Organizational Performance ◽  
Financial Services ◽  
Gap Analysis ◽  
Learning And Development ◽  
Training Time ◽  
High Performing ◽  
Development Costs ◽  
Real Performance ◽  
Mapping Process ◽  
And Performance

When the learning and development manager of a financial services firm wanted to improve organizational performance, she stated, “I want to understand what the best performers do, and make the rest more like the best.” By studying high performing salespeople, the organization discovered what such performers did that made them more successful than their colleagues. Using a structured performance mapping process, the project team elicited and documented the unconscious competence of these in-role experts. A gap analysis of all performers objectively identified, quantified, and prioritized the curriculum and performance support needs. This case study examines an organization that went from simply asking managers what courses their salespeople needed to an evidence-based assessment of real performance gaps. The approach resulted in a highly regarded curriculum, the elimination of development costs for unneeded courseware, and a reduction in training time and time away from the field.

scholarly journals Knowledge Capture and Acquisition Mechanisms at Kisii University

10.28945/2284 ◽  
2015 ◽  
Vol 10 ◽  
pp. 105-116
Author(s):  
Nemwel Aming'a
Keyword(s):  
Organizational Performance ◽  
Organizational Memory ◽  
Knowledge Capture ◽  
Knowledge Assets ◽  
Qualitative And Quantitative ◽  
Student Version ◽  
And Performance ◽  
Essential Knowledge ◽  
The University

Knowledge management and knowledge assets have gained much prominence in recent years and are said to improve organizational performance. Knowledge capture and acquisition mechanisms enhance organizational memory and performance. However, knowledge capture and acquisition mechanisms in higher education institutions are not well known. The aim of this study was to investigate the knowledge capture and acquisition mechanisms at Kisii University. This was a case study in which data were collected through interviews and questionnaires. Purposive sampling was used to determine interview participants while questionnaire respondents were selected through stratified random sampling. Qualitative and quantitative data were analysed using SPSS® student version 14; it revealed that there were various knowledge capture and acquisition mechanisms at Kisii University. It was also established that the University encountered various challenges in knowledge capture and acquisition and lacked some essential knowledge capture and acquisition mechanisms. In this regard, this study proposed knowledge capture and acquisition guidelines that may be adopted by the University to enhance its organizational memory and performance.

scholarly journals Workplace Innovations as Reflected in the Romanian Economic Press

2015 ◽  
Vol 17 (1) ◽  
pp. 101
Author(s):  
Cristina Leovaridis
Keyword(s):  
Content Analysis ◽  
Organizational Performance ◽  
Work Organization ◽  
Well Being ◽  
Learning And Development ◽  
Flexible Working ◽  
Economic Journals ◽  
Economic Press

<p>Workplace innovations are designed to optimize production processes in firms and improve employees’ working conditions; few researches on this topic have shown that workplace innovations increased employees’ job satisfaction, as well as a sense of responsibility and autonomy, but also employees’ overall well-being, especially regarding to work–life balance and health. Workplace innovation includes aspects regarding work organization (job autonomy, self-managed teams, flexible working etc.), organizational structure and systems (devolution of decision-making to employees, fairness and equality, supporting employee initiative etc.), learning and development (high involvement innovation, staff learning and development, shared knowledge and experience etc.), workplace partnership (social dialogue, representative participation, involvement in change, openness and communication, integrating tacit and strategic knowledge etc.). This paper aims to highlight the main characteristics of workplace innovations in Romanian firms, as they are presented in some economical, business and academic, journals in our country. The research methodology consisted of a content analysis performed on four Romanian economic journals two from academic area (Management and Marketing and Management Dynamics in Knowledge Economy) and two from business area (Cariere and Biz). The dimensions of content analysis included the different types of workplace innovations and their effects on organizational performance as well as on employees’ quality of life at the workplace, the size and the source of capital and economic sector of firms that innovate in human resource management, barriers and drivers to the implementation of workplace innovations etc. The period for journals content analysis was 1 year, between January 1 and December 31, 2013. The paper contains a case study for each journal, including abstracts of the most relevant articles on the workplace innovations and related topics.</p>

Roles of Interpersonal Relationships in Improving Organizational Performances in the Case of Hospital Nurses

2010 ◽  
pp. 172-189
Author(s):  
Murako Saito
Keyword(s):  
Organizational Performance ◽  
Work Environment ◽  
Interpersonal Relationships ◽  
Emotional Regulation ◽  
Interpersonal Relationship ◽  
Causal Relationships ◽  
Work Demand ◽  
And Performance ◽  
Organizational Performances

In this chapter, a comparison of organizational performances representing team reciprocity, communication accuracy, and performance reliability was made with participants’ competence of emotional regulation, communication type, and also with the appreciation level of professional work based on our empirical studies on healthcare organization. The results in case study 1 suggest that team reciprocity is significantly influenced by the type of communication, face–to–face (FTF) and computer mediating communication (CMC). The results in case study 2 suggest that interpersonal relationship management played important roles in giving critical effects on organizational performance of team reciprocity, communication accuracy, and performance reliability. The results in case study 3 suggest that appreciation degree of team and organization goals gave significant effects on team reciprocity and performance reliability. Causal relationships among structural variables on work environment, communication, and organizational performances in case study 1, and causal relationships among work demand, organizational environment, and fairness in case study 3, were discussed. Quality of healthcare evaluated by organizational performance is influenced by the condition of how interpersonal relationship plays a role in managing emotional regulation, communication, and appreciation of the work environment. Most of the organizational issues are related with loss of con- fidence and trust among the participants of the organization, which stems largely from inappropriate alignment of interpersonal relationships.

Organizational Performance in Banking Sector of Pakistan: Assessing the Impacts of Strategic Orientation and Organizational Culture

2021 ◽  
pp. 097215092110443
Author(s):  
Ammar Ahmed ◽  
Umair Ahmed ◽  
Abdussalaam Iyanda Ismail ◽  
Yasir Rasool ◽  
Mustajab Ahmed Soomro
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Structural Equation ◽  
Banking Sector ◽  
Middle Managers ◽  
Moderating Effect ◽  
Strategic Orientation ◽  
High Performing ◽  
And Performance ◽  
Strong Culture

This study investigated the moderating effect of organizational culture on the relationships between organizational strategic orientation and organizational performance. Data were collected from 281 middle managers of the banking sector in Pakistan. Partial least squares structural equation modelling (PLS-SEM) was used to test the hypotheses. The results showed that strategic orientation and organizational culture have significant and positive impacts on the performance of the organization. Unexpectedly, organizational culture does not moderate the relationships between strategic orientation and performance. The findings of the study show that organizations that are strategically positioned as well as have a strong culture can be high-performing organizations. As there is a clear lack of research on the moderating effect of culture on the relationships between an organization’s strategic orientation and organizational performance, the current study fills this gap. Likewise, the present study highlights both practical and theoretical implications for the banking sector in Pakistan.

Impact of Leadership Style on Organizational Performance: A Case Study of Nigerian Banks

2013 ◽  
Vol 2 (1) ◽  
pp. 202 ◽  
Author(s):  
R M Ojokuku ◽  
T A Odetayo ◽  
A S Sajuyigbe
Keyword(s):  
Organizational Performance ◽  
Leadership Style ◽  
Sampling Technique ◽  
Statistical Tool ◽  
Democratic Leadership ◽  
And Performance ◽  
The Impact ◽  
The Relationship ◽  
Structured Questionnaire

The study examined the impact of leadership style on organizational performance in selected Banks, in Ibadan Nigeria. Purposive sampling technique was adopted in selecting a total of sixty (60) respondents as sample for the study, while relevant data was gathered with the aid of a structured questionnaire. One hypothesis was formulated and inferential statistical tool was used to analyze the data specifically Pearson product moment correlation was used to examine the relationship between leadership style dimensions and organizational performance, while Regression analysis was used to examine the significant effect of leadership style dimensions on followers and performance. Findings showed positive and negative correlation between leadership style dimensions and organizational performance. It was also found that leadership style dimensions jointly predict organizational performance, which counted for 23% variance of performance. The study concluded that transformational and democratic leadership style should be employed by the Banks’ management in order to wax stronger in a global competitive environment.

scholarly journals The Effect of Knowledge Management on Innovation and Organizational Performance in the field of Application and Game Development

2020 ◽  
Vol 4 (2) ◽  
pp. 185-200
Author(s):  
Simon Budiprayitno
Keyword(s):  
Knowledge Management ◽  
Organizational Performance ◽  
Business Performance ◽  
Field Research ◽  
Creative Industries ◽  
Primary Data ◽  
Game Development ◽  
And Performance ◽  
Collection Methods

This research examines the effect of knowledge management on innovation and organizational performance (Case Study on Creative Industries in the field of Application and Game Development in Malang Raya). Looking at the existing phenomena clearly shows that most creative industries still show a lot of room for improvement regarding their innovation and business performance and the lack of application of knowledge management in creative industries compared to large organizations. Data collection methods in this study include field research that is by collecting necessary data (primary data) from a sample using a questionnaire instrument that explains and tests hypotheses (explanatory) and uses literature studies derived from literature and scientific journals. The results of this study are that management knowledge has a significant effect on innovation and performance. Innovation has a significant effect on performance and that knowledge management has a significant effect on performance through innovation Changes in performance are primarily determined by the high ability of innovation due to the creative industry players have increased the ability in knowledge management.

scholarly journals The impact of participatory management on organizational culture and performance Case Study: Isfahan municipality employees

2014 ◽  
Vol 8 (2) ◽  
pp. 1291-1296
Author(s):  
Omid Lavafan ◽  
Iraj Soltani
Keyword(s):  
Organizational Culture ◽  
Data Collection ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Participatory Management ◽  
Data Collection Tool ◽  
Software Packages ◽  
And Performance ◽  
The Impact

Increasing employee engagement through organizational culture has numerous advantages for the organization. When employees are involved in the process of making decisions, they are more cooperative in accepting them and more committed, leading to increased performance. This paper aims to evaluate the impact of participatory management on organizational culture and performance. According to the available literature and research background, three hypotheses are formed and tested. A standard questionnaire is used as the data collection tool, distributed among employees of District 6 of Isfahan Municipality. The collected data are analyzed using SPSS V.18.0 and AMOS V.20.0 software packages. The results show that participatory management has both direct and indirect, through organizational culture, impacts on organizational performance.

Integrating habitat suitability modelling and assessment of the conservation gaps of nature reserves for the threatened Reeves’s Pheasant

2021 ◽  
pp. 1-14
Author(s):  
SHAN TIAN ◽  
SHUAI LU ◽  
JUNQIN HUA ◽  
JIANG CHANG ◽  
JIANQIANG LI ◽  
...  
Keyword(s):  
Protected Areas ◽  
Gap Analysis ◽  
Central China ◽  
Suitable Habitat ◽  
Important Species ◽  
Reserve Network ◽  
Habitat Suitability Modelling ◽  
And Performance ◽  
Multiple Species

Summary As threats to biodiversity proliferate, establishment and expansion of protected areas have increasingly been advocated in recent decades. In establishing a network of protected areas, recurrent assessments of the biodiversity conservation actually afforded by these areas is required. Gap analysis has been useful to evaluate the sufficiency and performance of protected areas. We surveyed Reeves’s Pheasant Syrmaticus reevesii populations in 2018–2019 across its distribution range in central China to quantify the distribution of habitat suitable for this species. Our goal was to ascertain the current distribution of Reeves’s Pheasant and then identify the gaps in protecting Reeves’s Pheasant of the existing national nature reserve (NNR) network to provide suggestions for improving the conservation of this important species. The existing NNR network encompassed only 17.0% of the habitat suitable for Reeves’s Pheasant. Based on the current distributions of both suitable habitat and NNRs for Reeves’s Pheasant, we suggest most currently unprotected areas comprised moderately suitable habitat for species and should be prioritized in the future. A multiple species approach using Reeves’s Pheasant as a flagship species should be considered to understand the extent of mismatch between the distributions of protected areas and suitable habitat to improve the management effectiveness of NNRs. This case study provides an example of how the development of a conservation reserve network may be based on species distribution and habitat assessments and is useful to conservation efforts in other regions and for other species.

Non-Governmental Development Organizations (NGDO) Performance and Funds—A Case Study

2017 ◽  
Vol 23 (3) ◽  
pp. 178-192 ◽  
Author(s):  
Marisa R. Ferreira ◽  
Amélia Carvalho ◽  
Filipa Teixeira
Keyword(s):  
Performance Measurement ◽  
Organizational Performance ◽  
Critical Role ◽  
Document Analysis ◽  
Non Profit ◽  
Development Organizations ◽  
Non Profit Organizations ◽  
And Performance

Non-profit organizations (NPOs) are facing growing pressure to become more performance oriented. The existence of a rising number of NPOs and the scarcity of fund sources is an increasingly worrying scenario. Our case study examines the experiences of three non-governmental development organizations (NGDOs) and discusses the possible existence of a relationship among fund sources and organizational performance. Non-profits are gradually required to respond to performance measurement directives and their fund sources may be scarce, in terms of quantity and diversity. Two central findings emerged from interviews and document analysis. First, there is a relationship between funds and performance, additional/greater funds positively influence organizational performance. Second, funds diversity play a critical role on performance, diversification of funds sources reduces the dependence of organizations and consecutively improves their performance.

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