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Diagnostic Person Analysis

Determine why results of individual employee’s behavior occur; determine how individual’s knowledge, skills, abilities, and other characteristics (KSAOs), effort, and environmental factors combine to yield the summary person analysis; together, the summary and diagnostic person analyses combine to determine who is performing successfully/unsuccessfully and why the individual is performing successfully/unsuccessfully; this is the Person Analysis.

Performance Appraisal in the Person Analysis Process Performance appraisal can be a valuable tool for collecting person analysis data.

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However, because of a frequent tendency to “focus largely on the negatives,” apprai- sals often do not live up to their potential. Although it may be tempting to think that performance appraisal by itself can be the sole source of person analysis infor- mation, this view is shortsighted. In reality, using performance appraisal in needs anal- ysis requires a manager to “have access to a variety of different pieces of information and make a number of complex decisions.” A model of performance appraisal in the person analysis process begins with the following steps:

1. Perform or have access to a complete, accurate performance appraisal

2. Identify discrepancies between the employee’s behavior and/or traits and those required for effective performance

3. Identify the source of the discrepancies

4. Select the intervention appropriate to resolve the discrepancies

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