1.1. Performance Improvement Process

Area of Expertise (AOE) 1: Performance Improvement; Subsection 1.1.: Performance Improvement Process Learning Objectives for Performance Improvement Process: Explain the importance of understanding multiple performance improvement models Describe the ATD Human Performance Improvement Model Describe the steps of the performance improvement process and how they related to each other Describe Rummler-Braches’ nine box model Recall one alternate performance model The purpose of performance improvement is to strengthen the organizational processes, systems, products, or services, specifically aims to: Identify the goals of the organization Define the gap between desired performance and actual performance Identify the causes of the performance gap Select appropriate solutions that will address those causes Implement the solutions Evaluate the results A few things mentioned on this Learn/Perform “track”: Performance Management -- example of a cycle What is Human Performance Improvement (HPI)? Overview of the Performance Improvement Process What is Human Performance Improvement (HPT)? Human: the individuals and groups that make up our organizations Performance: activities and measurable outcomes​ Technology: a systematic and systemic approach to solve practical problems Backward Design (Wiggins & McTighe) E.g. Backward Design with TED Ed Design Thinking is a process for creative problem solving Competency-Based Education Performance Improvement/HPT Model: Guiding the Process [links to PDF] Overview and IMAGE of the ATD (formerly called ASTD) HPI Model Performance Improvement/HPT Model (image for change management) HPI under ATD; HPT under ISPI Root Cause Analysis: explained with examples and methods Factors that Affect Human Performance: knowledge, skill, desire (motivation), environment, opportunity Models Mentioned Gilbert’s Behavior Engineering Model Mager & Pipe’s Model for Analyzing Performance Problems Rummler & Brache -- Process Improvement with the 9 box matrix & 9 Box Grid Harless Model - Front-End Analysis Using Performance DNA to guide HPI Project Success + Performance DNA Leadership Model Report [slides] Fundamentals of HPI - Performance Info-line PDF (2000) Shared Principles of Performance Improvement Use of a results-based, systematic approach Focus on outcomes rather than behavior Organizations are systems Key areas of focus for performance improvement: organizational goals and initiatives + changement skills (impetus skills, communication channels/information networks, group dynamics, process, facilitation skills, etc.) Books mentioned in this episode: HBR Guide to Performance Management (2017) Handbook of Human Performance Technology: Principles, Practices, and Potential, 3rd Edition (2006) Edited by Pershing & Stolovitch --Chapter 38: Making the Transition from a Learning to Performance Function Wiggins, G. & McTighe, J. (2005). Understanding by design (2nd ed). NJ: Prentice Hall. Serious Performance Consulting According to Rummler (2007)