Therefore, one's achievement and the end result of his or her specific tasks would be considered for evaluation. The needs analysis will address the existent gaps between the previous condition of tasks and current situation (Park & Shaw, 2013). Such voids would be to generate a score of underperformance. Knowledge task analysis employs comparison method in which the skills of a given employee is compared to that of the standard required in the firm. If it does not meet the required threshold then a person would automatically have dismal performance. The procedural task on the other hand checks on the procedural path to achieving a given end result. It documents path followed to attain an outcome and at the same time comparing with the expected results. Lastly, I would use system analysis to evaluate interactions with the system. The technique takes care of the interaction process.
In conclusion, the aforementioned techniques are essential in assessing the performance of a given employee in a firm. The techniques and tools discussed so far include extant data analysis, needs assessment, knowledge task, procedural task, and system task analysis. Each has a specific area of evaluation and collectively they provide answer upon which a comprehensive conclusion can be made to denote whether an individual is underperforming or not. Employee Performance Issues.
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