Performance Analysis
Performance Analysis is the process of identifying why a performance gap exists before deciding whether training is the right solution. In Learning and Development, it is used to examine the difference between current performance and desired performance and determine the factors contributing to that gap.
Rather than assuming employees simply need more training, performance analysis looks at the broader environment surrounding performance. This can include workflows, tools, leadership support, communication, incentives, expectations, processes, resources, organizational culture, and employee capability.
The concept has deep roots in the fields of instructional design, human performance improvement, and performance consulting. Much of the foundational thinking behind modern performance analysis can be traced to the work of learning and performance experts such as Allison Rossett, Robert F. Mager, and Richard A. Swanson.
Today, performance analysis is often considered a foundational step in:
- Performance consulting
- Training needs analysis
- Organizational development
- Change management
- Workforce transformation initiatives
- Learning strategy development
A strong performance analysis process may include:
- Stakeholder interviews
- Observation of work processes
- Data analysis
- Workflow reviews
- Learner or employee feedback
- Root cause analysis
- Review of performance metrics
- Examination of environmental barriers
In many cases, the outcome of a performance analysis may reveal that training is only part of the solution — or not needed at all. The findings may instead point toward process redesign, improved communication, performance support tools, leadership alignment, job aids, workflow simplification, coaching, or technology improvements.
As Learning and Development teams increasingly shift toward business alignment and measurable outcomes, performance analysis is becoming a more strategic capability. Organizations are placing greater emphasis on understanding operational problems before investing in learning solutions.
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Frequently Asked Questions About
Performance Analysis:
What is the difference between performance analysis and training needs analysis?
Training needs analysis focuses primarily on identifying learning gaps and training requirements. Performance analysis is broader and examines all possible causes of a performance issue, including non-training factors such as processes, systems, communication, leadership, or workflow barriers.
Is performance analysis only used for struggling employees?
No. Performance analysis can also be used proactively during organizational change, technology implementation, onboarding redesign, leadership development, process improvement, and workforce transformation initiatives. It is commonly used to improve overall organizational effectiveness, not just correct poor performance.
Can performance analysis determine that training is unnecessary?
Yes. One of the primary goals of performance analysis is to avoid implementing training when the real issue lies elsewhere. In some situations, employees already know what to do, but barriers such as unclear expectations, lack of resources, poor processes, or system limitations are preventing successful performance.
Who typically conducts performance analysis?
Performance analysis may be conducted by instructional designers, performance consultants, organizational development professionals, learning strategists, HR leaders, operations leaders, or external consultants. In many organizations, Learning and Development teams are increasingly expected to develop performance analysis skills alongside traditional instructional design capabilities.
Why is performance analysis becoming more important in Learning and Development?
Many organizations are asking Learning and Development teams to demonstrate measurable business impact rather than simply produce training content. Performance analysis helps ensure solutions are aligned to operational needs and business outcomes rather than assuming training is always the answer.
