Chapter 2 Flashcards
What is Human Performance Improvement (HPI)?
HPI is a systematic, data-driven approach to analyzing and improving performance in organizations. It involves identifying performance gaps, determining their root causes, selecting appropriate interventions, and evaluating the results.
What is the most critical role in the HPI process?
The analyst, who conducts troubleshooting to isolate the cause(s) of human performance gaps and identifies areas in which human performance can be improved.
What are the two types of analysis in the HPI process?
Performance analysis: Identifying the organization’s performance requirements and comparing them to its objectives and capabilities to identify performance gaps.
Cause Analysis: Determining the root causes of performance gaps identified through performance analysis.
What are the three levels of analysis in HPI?
●Organizational level: Focusing on the ability of the organization to meet customer needs, compete in the marketplace, carry out strategies, and achieve goals.
●Work or process level: Dealing with the internal systems and processes that are in place to achieve the goals of the organization.
●Individual performer level: Relating to the people carrying out work activities in the organization.
Describe the Rummler-Brache Model.
This model analyzes performance with two axes: the three levels of performance (organizational, process, and job/performer) and three performance needs (goals, design, and management). It helps to understand the interrelationships among these elements and identify areas for improvement.
Explain the three stages of analysis in Gilbert’s model.
●Stage One: Accomplishment Models - focuses on identifying key accomplishments or performance results to be achieved. It defines the desired performance.
●Stage Two: Measures of Deficiency - focuses on determining the current level of performance and identifying the performance gap between the current state and the desired state.
●Stage Three: Methods of Improvement - involves proposing solutions to close the performance gap
How does Gilbert’s Behavior Engineering Model (BEM) approach performance analysis?
It assumes that most people want to do a good job and are generally capable. The model identifies six key areas that influence performance (three at the work environment level and three at the individual performer level) and suggests that most performance problems are caused by environmental factors rather than individual deficiencies.
Describe the key features of Mager and Pipe’s troubleshooting model.
Structured as a flowchart, this model starts with defining the problem and progresses through a series of questions to determine if the problem is important, involves a skill deficiency, is caused by a lack of knowledge or practice, and if there are sufficient incentives for good performance. It provides specific action steps based on the answers to these questions.
As a corporate L&D manager, how can I apply performance analysis to my job?
You can use performance analysis to:
●Identify performance gaps within your L&D function and its impact on the organization
●Determine if training is the appropriate solution to a performance problem and, if so, what type of training is needed
●Evaluate the effectiveness of L&D programs in improving performance and achieving organizational goals
How can I use cause analysis to improve L&D initiatives?
You can use cause analysis to:
●Identify the root causes of performance problems related to training (e.g., lack of clear training objectives, ineffective training design, inadequate training materials)
●Develop solutions that address the underlying causes of performance issues, rather than just treating the symptoms
●Ensure that L&D programs are aligned with organizational goals and address the real needs of the business
What are some data presentation methods I can use to communicate analysis findings to stakeholders?
You can use various data presentation methods such as:
●Pie Charts - to show proportions of a whole.
●Bar Charts - to compare data across different groups.
●Pareto Charts - to prioritize problems or causes.
●Line Charts - to show trends over time.
●Fishbone Diagrams - to visually represent potential causes of problems
