Performance analysis is about partnering with clients and customers to help them define and achieve their goals. It brings performance discrepancies to light before making any attempt at a solution. Performance analysis involves reaching out for several perspectives on a problem or opportunity, determining any and all barriers to and drivers towards successful performance, and proposing a solution system based on what is learned, not what is typically done. Performance analysis involves several steps. During a performance analysis, the human resource professional does many different tasks.
Performance analysis is like a physician's preliminary diagnosis.
First, you would determine the appropriate treatment plan, which may or may not even involve surgery, by running preliminary diagnostic tests, examining the patient's symptoms, maybe even asking around for a second opinion. You may help your patient avoid surgery and save money by prescribing medication or designing a new exercise regimen. Performance analysis is only a rough sketch. Performance analysis helps you quickly formulate a clear picture, or preliminary sketch of the situation and recommend the next step, instead of studying everything or everyone in meticulous detail. The purpose of performance analysis is to provide a fresh view, to ask questions that push the project in practical and systemic, rather than habitual, directions.