3.5.D 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.E Knowledge of theories, models, and principles of human performance improvement.
Performance improvement is a results-based, systematic process used to identify the model of successful performance, uncover performance problems, analyze influences, select and design actions, manage workplace solutions, measure results, and continually improve performance within an organization.
The purpose of performance improvement is to boost organizational results by strengthening individual and organizational performance.
Step 1. Business Analysis is the most important part of the model.
Step 2. Performance and Key Performer Analysis 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.
Step 3. Influence Analysis identifies the factors contributing to the performance gap.
Step 4. Solution Selection
Step 5. Solution Planning and Implementation
Rummler-Brache’s Nine Box Model
Resource and good read for TD members (free with membership): https://www.td.org/td-at-work/fundamentals-of-hpi
Hi. I am Craig Engstrom, I am posting some daily study notes as I cover each of the capabilities covered in the new Association for Talent Development's CPTD certification exam.