GNcareers, from Gulf News

A glimpse on basic performance engineering concept

A glimpse on basic performance engineering conceptImage Credit: Supplied

Performance engineering is a science of knowledge, skills and role transfer. Once a cognitive model of an expertise is formalized, it must be transferred to others to be useful to the company.

Knowledge transfer can be broken down into three activities: skill acquisition, performance and continuity. How many of you understand how to do something, yet are unmotivated or unable to do it? Have your HR staff asked, ''after all this hard work in selection, training and reward, why are we losing our best people to other companies?''

It is important to understand the true determinants of an employee behavior. These are not absolute, they are relative. What motivated an employee when he or she was hired may not motivate him or her next week or next month. As a result, managers see the unpredictable results of behavioral contrast, which emanates from the constant dynamic shifting of internal motivations.

To find out the determinants of these behaviors, ask these questions: What is important to you about the job? What is important to you in life? What is most important to you about a career? What is important to you in an employer-employee relationship? These questions begin to elicit highly valued criteria which are natural reinforcers that can be used to engineer optimum performance - loyalty and commitment.

They elicit instrumental values. These are values used in getting things done and solving problems. For instance, financial reward is an instrumental value. Freedom is a terminal value. It is also important to understand the difference.

There are two important things - frequency of reinforcement and time between behavior and its support or impact.

Increase the frequency of reinforcement and decrease the delay between behavior and reinforcement. The result will be positive towards having highly motivated employees.

Handy Hints:

• Identify certain employee behaviors that drive desired results

• Increase the frequency of reinforcement to elicit performance

• Consistent follow through produces highly motivated people

Find out how to get the best out of loners in a workplace

Source: Dr. Pon Mohaideen Pitchai, Special to Jobs & Careers

The writer is Dubai-based HR and Management Consultant