your business performance and productivity with a behavior engineering model. Many
traditional learning solutions are not tied to business goals and do not provide
the ingredients necessary to ensure employee's success. How does an
organization create alignment between its key business goals and the objectives
of individual contributors while maximizing effectiveness?
When encountering a performance problem, often there
is more than one cause for the problem.
It is essential to complete a performance analysis to enable you to
custom design a balance of the most
appropriate solutions that consistently result in exemplary
Improvement (HPI) Systems have been developed to effectively deal with
this complexity. Their
purpose is to select, analyze, design, develop, implement, evaluate, and monitor
programs to influence job performance cost-effectively.
the HPI system in your organization and sustain world class performance, week after week, year
after year. Participants return to the job with the highest level of competence
and a greater understanding of how work supports the achievement of
organizational goals! Prepare for future challenges by obtaining the
most timeless performance-based learning content and knowledge sharing systems available.
identification of exemplary performance involves interviews, observations and analysis of people performing
at various levels. Those techniques are structured around seeking what accomplishments, or outputs are of
value; most contribute to star performance. Once the
accomplishments are defined, the processes and tasks that
produce those accomplishments are mapped. The final step is
to determine those factors, such as skills, knowledge,
motivation, etc. that most contribute to an individual
performer consistently producing those accomplishments.
The performance of employee work groups are typically represented by a
bell curve with a handful of star performers, a handful of
people performing at some minimum acceptable level, and the
majority clustered around an average performance level. The focus is working with
those handful of star
performers and identifying the likely differences between
star and average performance. The
underlying concept is that
people perform at star levels because of specific, identifiable
factors such as:
- Level of experience, unique techniques, and very
specific skills and knowledge.
differences and work environment differences involving tools
feedback and other influences that affect the motivation and
incentives of star performers.
clients learn to use the HPI System to transfer those
star factors to the rest of the workgroup.
Tip: Take the initiative to read
"Human Competence: Engineering Human Performance" by Tom Gilbert, New
York: McGraw-Hill, 1978 (Tribute edition published by HRD Press and ISPI
Publications, Washington D.C.,1996)