Abstract

Performance Needs Analysis (PNA) provides a blueprint for systemically identifying and addressing performance needs and improvement opportunities. PNA is divided into four phases: Current State Analysis, Desired State Analysis, Root Cause Analysis, Intervention Ideation and Selection. A case study illustrates the process. The Regional Training Center (RTC), a provider of educational services, had responded to client demands for improved performance by delivering classroom training. This strategy was ineffective and clients perceived the RTC as primarily reactive order-takers. With time and resources in short supply, RTC chose PNA as a rapid catalyst for change. After only six weeks the PNA process was able to implement many new services and programs that changed the perception that RTC was primarily a reactive order-taker to one of being proactive performance consultants.