ADMS 3410 Chapter Notes - Chapter 4: Task Analysis, Job Performance, Contingency Management

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plumzebra590

16 Oct 2011

School

York University

Department

Administrative Studies

Course

ADMS 3410

Professor

Mark Podolsky

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Document Summary

Needs analysis is a process to identify gaps or deficiencies in employee and organizational performance. The need analyst gathers information from key people in an organization about the organization, jobs, and employees to determine the nature of performance problems. The goal of needs analysis is to identify the differences between what is and what is desired or required in terms of results, and to compare the magnitude of gaps against the cost of reducing them or ignoring them. The concern is sometimes referred to as an itch or a pressure point, something that causes managers to notice it. Pressure can come from the external environment as well. Is the concern central to the effectiveness of the organization. Human resource policies must be linked with the strategic direction of the company. Training strategy should support the organization"s effort to achieve its goals. Employees or the companies collective representative should be consulted.

Related Questions

15. What do we call the responsibility of identifying the numbers and types of employees the organization will require to meet its objectives? a) Human capital allocation b) Workforce planning c) High-performance planning d) Performance management e) None of the above

1)Why is MIS one of the most important courses for a business student?

2) Briefly explain the role of information systems in an organization.

Briefly describe your role as an employee of an organization in the IS field. Give examples of what you need to know about information systems and how it can help with your job performance.

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note: Working managers may complete this exercise based on the practices of their own organizations. Students may complete this exercise based on the practices of a current or previous employer. Instructions 1. Select and describe the boundaries of the system of interest; the term âorganizationâ will be used to refer to this selected system. You may select a team, a department, a small organization (e.g., an office practice), or an entire organization. 2. To familiarize yourself with the criteria, review the section called âCategory and Item Descriptionsâ in the Baldrige Criteria for Performance Excellence available from: www.nist.gov/baldrige/ publications/hc_criteria.cfm 3. The Organizational Assessment Worksheet provides a general description of the criteria category followed by selected questions from the respective 2011â2012 Health Care Criteria for Performance Excellence category. 4. Based on the system selected in question 1, write a brief reply to the selected questions. Briefly describe your organization, including its services; size; geographic community; key patient or customer groups; and current facilities, equipment, and technology, as well as the number of patients or clients it serves. Briefly describe your organizationâs key challenges and your organizationâs current performance improvement system. How do senior leaders deploy your organizationâs vision and values through your leadership system, to the workforce, to key suppliers and partners, and to patients and stakeholders as appropriate? How do senior leaders encourage frank two-way communication throughout the organization? How does your organization conduct strategic planning? Summarize your organizationâs action plans, how they are deployed, and key action plan performance measures or indicators. How do you identify patient, stakeholder, and market requirements for service offerings? How do you build and manage relationships with patients and stakeholders to meet their requirements and exceed their expectations at each stage of their relationship with you? What are your key organizational performance measures? How do you use these data and information to support organizational decision making and innovation? How do you assess your workforce capability and capacity needs, including skills, competencies, and staffing levels? How do you address workplace environmental factors to ensure and improve workplace health, safety, and security? How do you design and innovate your work processes to meet all the key requirements? How do you improve your work processes to improve healthcare outcomes, to achieve better performance, to reduce variability, and to improve healthcare services? Provide data for one key measure or indicator of healthcare outcomes that is important to your patients and stakeholders. Provide data for one key measure or indicator of patient or stakeholder satisfaction. Provide data for one key measure or indicator of financial performance. Provide data for one key measure or indicator related to operational performance. Provide data for one key measure related to achieving legal, regulatory, and accreditation requirements. Prioritizing Improvement Opportunities 1. Review the responses to the organizational assessment questions. 2. Note any questions for which you could not provide a response (i.e., the organization does not have a defined process or approach to address the topic of the question). 3. Review the organizational performance results data. 4. Select one or more measures that demonstrate less than desirable results. 5. Select one item from question 2 or 4 as the performance gap for the performance improvement exercise .

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ADMS 3410 Chapter Notes - Chapter 4: Task Analysis, Job Performance, Contingency Management

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