What is Performance Improvement and how to enhance it? CPTD 3.5

Having started preparation for the CPTD Certification, I am preparing for this weeks study group chapter, which is on Performance Improvement.

CPTD Certification

Performance Improvement has these sub-chapters as reading as per the certification topics:

Performance Improvement
3.5.6 Skill in designing and implementing performance support systems and tools (for example instructional, resources, data, process models, job aids, and expert advice).
3.5.5 Skill in designing and developing performance improvement solutions to address performance gaps.
3.5.4 Skill in conducting performance analysis to identify goals, gaps, or opportunities.
3.5.7 Skill in conducting analysis of systems to improve human performance (for example, determining how organizations learn, closing knowledge or skill gaps, and addressing human factors issues).
3.5.1 Knowledge of theories, models, and principles of human performance improvement.

3.5.6 Skills in Designing and Implementing Performance Support Systems and Tools

Upon completion of this section, TD Professionals would be able to enhance the knowledge required to know of

  • Designing and implementation support systems and tools
  • Identifying performance support systems and tools
  • Understanding and sharing on the advantages and options available in identifying the ideal performance support tool

3.5.6.2 Five moments of Learning Needs:

  • Apply
  • Learn
  • Learn more
  • Solve
  • Change

This is very similar to ADDIE model (Analyse, Design, Develop, Implement and Evaluate

3.5.6.5 Examples of Performance Support Tools

Electronic: eLearning, Mobile Learning, Gamification, Learning videos, iPDF’s, how to videos, searchable Wiki or Knowledge bases

Non-Electronic: QRG’s, Infographics, Job

3.5.5 Skill in designing and developing performance improvement solutions to address performance gaps

Upon completion of this section, TD Professionals should be able to design and develop solutions that close performance gap

Steps in Identifying:

3.5.5.1 Solution Selection overview

3.5.5.2 Barriers and enablers

3.5.5.3 Performance Improvement Solutions (workplace & structure, processes, organisation support, technology and resources, Human Resources and selection, learning and development, personal motivation,

3.5.5.4 Partner with stakeholders

3.5.5.5 Selecting solutions using decision making methods (multi-voting or nominal group technique, affinity diagrams and interrelationship digraphs, countermeasures matrix)

3.5.5.6 Ethics and Integrity

3.5.5.7 Implementing Solution

3.5.5.8 Evaluating Performance Improvement solutions

3.5.4 Skill in conducting analysis of systems to improve human performance

Upon completion of this section, you will be able to, Conducting Performance Analysis

Starting with business analysis, performance aspects are understood to define context and focus on performance.

  • Identify desired and actual performance levels
  • Difference between standard and key performers
  • Identify and record potential barriers or roadblocks to performance

3.5.7 Skill in conducting performance analysis to identify goals, gaps, or opportunities

Upon completion of this section, you will be able to, develop knowledge of principles of performance improvement

Models and theories:

3.5.7.1 Systems Thinking for Performance Improvement

3.5.7.2 Cultural and Global Awareness

3.5.7.3 Organizational Transitions

3.5.7.4 Industry and Corporate knowledge

3.5.7.5 How organizations learn (Individual, team, organizational, inter-organizational

3.5.7.6 Human Factors of Learning

3.5.1 Performance Improvement

is an offshoot of outdated tools, lack of incentives, resources, poor work environment or lack of information.

Performance Improvement is determined through Human Performance Improvement (HPI), the theory had its research done in the late 60’s and early 70’s by Thomas Gilbert, Joe Harless, Robert Mager and Geary Rummler.

Purpose of Performance Improvement

  1. Identify organizational goals including performance problems
  2. Define the gap between desired performance and actual performance
  3. Identify the causes of the performance gap
  4. Select appropriate solutions that will address those causes
  5. Implement the solution
  6. Evaluate the results

For all Performance Improvement areas, training is not the only solution that we can look at.

HPI improves not just individuals performance but also organizational performance as it lays focus on all aspects with training being one of the solution

3.5.1.2 Human Performance Improvement Definitions:

Key terms for TD professionals to be familiar with:

Client: from business who are either project sponsors or business leaders

Key performers: These are individuals who are consistently performing above average than the key parameters

Stakeholders: People who are directly or indirectly interested in the project or who can influence its success

Standard Performers: individuals in the team who meet most performance standards

Target Job: specific job / task where performance improvement project is focused

3.5.1.3 Human Performance Models

There are different HPI Models, of them, the prominent are:

  • ATD’s HPI Model
  • Gilbert’s Behavior Engineering Model
  • Rummler-Brache’s Nine Box Model
  • Harless’s Front-End Analysis Model
  • International Society for Performance Improvement’s HPT Model
  • Mager and Pipe’s Model
  • Holloway-Mankin’s Performance DNA model

From a ATD Certification standpoint, we will focus on the ATD’s HPI Model

Performance Improvement Model by ATD (HPI)
Copyright: Association for Talent Development http://www.td.org

ATD HPI Model follows five sequential steps:

  1. Business Analysis- understanding the factors affecting organization imperatives and goals along with outcomes which are measurable, time bound, outcome focused. TD Professionals should focus on understanding areas like processes, operations, external-internal factors.
  2. Performance and Key Performer Analysis: understanding desired performance state, actual performance state and the gap.
  3. Influence Analysis- factors that contribute to the performance gap
  4. Solution Selection- solution options basis the features, benefits and advantages so decision can be taken are provided by TD professionals
  5. Solution Planning and Implementation- TD professionals provide planning by considering available resources, sequencing, timing etc

I will share my experience / any snippets over the weeks as I progress into the student mode and start studying!

Until then, please share your thoughts / questions and would be happy to answer them! / let us connect on https://twitter.com/Sri_Learning (My Professional Twitter Handle)

I’m taking my blog to the next level with Blogchatter‘s My Friend Alexa

6 Comments Add yours

  1. A well complied and useful post

  2. Good information. Thanks.

  3. Wow! Never have I ever read so much into this. Such good in-depth of information on this.

  4. The Siriusgram says:

    Very well summarised ! I think it provides clarity in terms of take away from the certification. Thanks for covering a super useful and informative learning topic.

  5. Bsonali says:

    Thanks for sharing.Very informative.

  6. Saba says:

    You’ve taken lot of pain to bring about this informative post. Hope it’s useful to everyone

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