Discuss the differences between, and the relationship among, the following levels of analysis: organizational analysis, operational analysis, and person analysis. Do more than provide a

Discuss the differences between, and the relationship among, the  following levels of analysis: organizational analysis, operational  analysis, and person analysis. Do more than provide a basic definition.  Generate at least two important questions to ask when conducting each  level of analysis. Identify at least two techniques, sources of data, or  methods to collect data for each level. Your initial post should be 250 to 300 words. Use this week’s lecture  as a foundation for your initial post. In addition to the Blanchard and  Thacker (2013) text, use at least one additional scholarly source to  support your discussion. Respond to at least two other posts regarding items you found to be  compelling and enlightening. To you with your reply,  consider the following questions: Your reply posts for Donald and Christy should be a minimum of 150-250 words each. Donald Discussion: The operational analysis can include specific duties for employees  that are incorporated in each position in the company that needs to  performed to meet AP. Human Resource managers are very familiar with  this because one of their job requirements is to be aware of duties of  every job in their respective areas. Employees and HR managers that know  this, can come together to conversate about the job and what is going  on in their area. A company that is established in the planning phase, organizational  analysis can show how the company’s internal structure can influence  employee performance. Establishing company practice and culture can also  be included. Our text state that,” Organizations strategy, its goals  and objectives and the systems and practices in place is analyzed in  relation to performance”(Blanchard, P. N., & Thacker, J. W. (2013).  Some questions like; is diversity in the workplace promoted? How will  that affect the work area? Does the policy of promoting from within the  company motivate employees for success or retainment? A companys job performance duties and requirements in relation to an  employee’s KSAs incorporates their personal analysis. I look at it as  what a company searches for under minimum requirements for a job. A  great example would be; A hiring manager tells a prospect most of their  clients are Spanish speaking, can you speak both English and Spanish?  Another example; the human resource position requires an applicant to  have a certificate in both human resources and psychology, do you have  those certifications? Blanchard, P. N., & Thacker, J. W. (2013). Effective training:  Systems, strategies, and practices (5th ed). Upper Saddle River, NJ:  Pearson Education, Inc. Christys Discussion: Organizational  analysis according to Blanchard & Thacker (2013) focuses on the  strategy of the organization, it’s goals and objectives, and the system  and practices in place to determine how they affect employee  performance. It also s to identify any organizational performance  gaps (OPGs) and should be able to provide any organizational strategies,  resources, internal environmental factors, and the effect of any of  these.  The organizational analysis s align training with the  mission and make sure training is properly budgeting to avoid spending  money on unnecessary training.  In addition, deals with the general  feeling of the organization including any reward systems, the design of  the job and job performance. The operational analysis focuses on what is required to do the job  and includes job data which consist of job descriptions, job  specifications, performance standards and questions about the job. Data  should be collected by the supervisor because it provides a specific  perspective and what it requires and allows any discrepancies to be  investigated. (Blanchard & Thacker, 2013). An assessment may be performed to determine the declarative knowledge  of the employee and analyze the skills required to perform the job and  is that employee having any sort of conflicts with that skill as well as  the attitude of the employee which could impact behavior to other staff  or employees.  Competency is key, if the staff is not competent to  perform the job training will be necessary to develop the employee.  (Blanchard & Thacker, 2013). Person analysis focuses on the employee and whether they have the  KSAs to perform at the expected level. This can be determined by  performance appraisals, performance data, observation, interviews, job  knowledge tests, skills, tests and simulations, assessment centers,  coaches or individual’s objectives. (Blanchard & Thacker, 2013). Performance appraisals can be less reliable however because the  supervisor may lack training on how the appraisal should be done, maybe a  bias among certain staff or have a poorly developed appraisal process.  Whereas the declarative knowledge test can test the knowledge of the  employee to better determine what area they need to focus training on. Procedural knowledge allows a metal model that includes maps,  structures, and tasks and is then compared with a specific relationship  in which the trainer must properly fit the employee. (Blanchard &  Thacker, 2013). All three types of analysis are important in developing the TNA to  determine the training requirements to avoid spending money on training  that is not necessary. Reference: Blanchard, P. N., & Thacker, J. W. (2013). (5th ed). Upper Saddle River, NJ: Pearson Education, Inc. [Electronic version]. Retrieved from

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