Investigation of the Role of a Performance Consultant

82 APPENDIX A: The interview questionnaire

INTERVIEW QUESTION

Investigation of the Role of a Performance Consultant

In order to be an effective performance consultant, do you think HR Professionals have to accomplish the roles described below? What is your opinion about these roles?

1. Partner with organization to define or refine business goals?

2. Identify strategies and recommendations directly linked to organizational and business goals?

3. Identify performance requirements that are directly linked to the organization’s operational and business needs?

4. Determine the conditions of the organization’s environment that must be modified, if needed performance is to take root?

5. Contract with leadership to take the actions needed to support improved and/or different performance, including organization development and human resource development?

6. Transit the focus on training to the focus on performance

improvement?

7. Ensure that all required actions are completed and the identified performance will be successfully implemented?

8. What are the other roles a performance consultant can play in an

organization?

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Questions to Investigate the Skills and Knowledge Required from HR professionals to be Performance Consultants?

In other to accomplish those roles do you think the following skills are important?

Can you justify your opinion?

1.

Analysis skills?

2.

Business Knowledge?

3.

Change Management skills?

4.

Facilitation skills?

5.

Human performance technology?

6.

Influencing skills?

7.

Model building skills?

8.

Project management skills?

9.

Questioning skills?

10.

Listening skills?

11.

Relationship building skills?

12.

What others kind of skills do you think HR professional needs to be a good performance consultant?

13.

What kind of training and experience HR professional needs to do performance consulting?

14.

Do you have any suggestion regarding this research?

86 APPENDIX B: The coding process for the role of performance consultant.

Code Category Code Topics Code Units

B The Role of Performance

Consultant

B1

STRATEGIC PARTNER

B1-1 B1-2 B1-3 B14 B15 B1-6 B1-7

-Strategic partner

-Define and refine business goals -Contribute to organizational goals achievement

-Identify strategies for business goals success

-Provide recommendations for performance improvement

-Match performance interventions to business goals

-Develop strategic point of view for the organization development

B2

AGENT

B2-1

B2-2

B2-3 B2-4 B2-5

-Long term planning of performance improvement actions

-Collaborate with managers to change organizational

environment

-Partner with manager to improve performance

-Support Manager

-Collaborate with managers for OD/HRD activities

HUMAN

B3

AND EVALUATION

B3-1 B3-2 B3-3 B3-5 B3-6

-Focus in performance -Solve performance issues -Think performance first then training

-Evaluate efficiently performance solutions or interventions

-Diversify evaluation frameworks

MANAGER

B4

ADVISOR

B4-1 B4-2

-Advisor of the manager regarding performance issues -Offer expertise and advice to manager

B5

B5-1 B5-2

-A Communication channel between employees and manager -Coordinate HR activities

Interview letter

Ladies and Gentlemen:

I’m very glad that you have accepted this interview. My research is aimed at investigating the roles and competencies required from HR professionals for performance consulting.

I commit my self to respect confidentiality during the interview, the name of the interviewees and their company name will be kept secret. Any information concerning the interviewee’s organization can’t be divulged, therefore there is nothing to fear regarding secret or confidential information release.

I would like to acknowledge you that you play a very important role in this research. Your opinion and the answers you will provide during the interview are capital to the study.

Thank you, for your fruitful collaboration!

Souleymane SONKO, Graduate Student.

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