Performance Improvement - Theories and Models Flashcards
In HPI, who are the clients?
the goal owners who sponsor a project or who have engaged a TD professional for support, to complete a project, or to improve a performance
In HPI, who are the key performers?
individuals in the target job who consistently produce outcomes with above average results
In HPI, who are the stakeholders?
may be a single person, group, or the organization that has interest in the project and who can influence its success
In HPI, who are the standard performers?
individuals in the target job who are meeting most performance standards
In HPI, what is the target job?
the specific job the performance improvement project or effort is focused on
What are the 3 fundamental principles shared by all performance improvement models?
- Use of a Results-Based, Systematic Approach
- Focus on Outcomes Rather Than Behavior
- Organizations Are Systems
Principle 1. Use of a Results-Based, Systematic Approach
What are the 3 options for responding to client request?
- Wants-based approach
- Needs-based approach: a performance improvement solution that is implemented for employees who show a documented performance gap.
- Results-based approach: driven by a business need and a performance need and must also be justified by the results of the cause analysis
Don’t assume the client has correctly identified the problem; instead, identify a measurable performance gap and connect it to an org goal
Principle 2. Focus on Outcomes Rather Than Behavior
What are outcomes and behaviors?
Outcomes refers to the specific outputs individuals are asked to achieve.
Behavior refers to the ways in which people perform tasks leading to outcomes.
Principle 2. Focus on Outcomes Rather Than Behavior
Why is it better to focus on the outcome rather than the behavior?
Outcomes are easier to detect and measure because many behaviors are not visible, such as planning
Focusing first on the desired end state before looking at the behaviors necessary to reach that performance is most logical
Principle 3. Organizations Are Systems
What is compensating feedback?
The harder you push [on the system], the harder the system pushes back.
Compensating feedback is when well-intentioned interventions (solutions) call forth responses from the system that offset the benefits of the solution (e.g., a smoker trying to quit only to gain weight and low self-esteem; a third world country where humanitarian assistance provides food, which lowers malnutrition deaths, increases population growth, and leads to increased malnutrition; a team tries to implement a new system quickly to save money but the speed causes new functionality to be overlooked)
Predicting the impact of one performance solution to other parts of the system is difficult
What are the 5 sequential process steps in ATD’s HPI Model? What are the 2 steps that occur throughout the entire cycle?
- Business Analysis
- Performance and Key Performer Analysis
- Influence Analysis
- Solution Selection
- Solution and Planning Implementation
- Evaluation and Results
- Manage Change Influences
ATD’s HPI Model: Business Analysis
What takes place during this step?
examine the factors affecting the organization’s strategic imperative and goals and outcomes related to the performance problem
This step ensures that necessary resources and stakeholders are identified and potential issues and risks are recorded
Though this takes place first, TD professionals must remember they should have an ongoing understanding of their organization’s business aspects, including the processes, operations, goals, external influences, products, and services
ATD’s HPI Model: Business Analysis
Why is this step so important?
- to produce measurable, time-bound, outcome-focused goals that are the prime targets for the organization or business unit
- to identify why the goal is a priority and what its relationship is to other organizational goals
ATD’s HPI Model: Which is the most important step in the model?
Business Analysis
ATD’s HPI Model: Performance and Key Performer Analysis
What is the goal of this step?
identifies and clarifies the problem or performance gap by focusing on three areas: desired performance state, actual performance state, and the gap between the two
The purpose of this analysis is not to identify problems, but rather to identify factors in the environment that both support and hinder performance
ATD’s HPI Model: Influence Analysis
What is the goal of this stage?
To identify the root cause for the lack of performance results
Identify factors contributing to the performance gap
Answer the question, “Why does the performance gap exist?”
ATD’s HPI Model: Solution Selection
What is the goal of this stage?
TD professionals recommend performance improvement solutions to the client, providing information about their features, benefits, and advantages to enable the client to select solutions that have the desired business effect.
It’s easier to pick a solution if the analysis is thorough and complete.
ATD’s HPI Model: Solution Planning and Implementation
What are key considerations during this stage?
available resources, sequencing, timing, and other factors
ATD’s HPI Model: Evaluation and Results
When does this stage begin?
Appears to be the last stage but it begins with Business Analysis
ATD’s HPI Model: Evaluation and Results
What does formative and summative evaluation look like at this stage?
Formative evaluation in performance improvement measures the progress throughout the HPI model, such as a client’s expectations, whether the key influencer has been identified, or the use of subject matter experts.
A summative evaluation determines how the solution affected the organization.
