defining, analyzing, and applying performance models
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ED I TOR ’S NOTES
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DEFINING, ANALYZING, AND APPLYING
PERFORMANCE MODELSHolly Burkett, CPT, PhD
DANNY LANGDON BEGINS THIS ISSUE with a provocative feature that challenges our basic assumptions about performance. Langdon presents the need for a commonly understood and applied model of performance to practice the profession of performance technology and proposes a dialogue towards a common performance formula or model that works with management and workers in any organization. According to Langdon, it’s time we put a stake in the ground to define performance, if for no other reason than to argue about it and determine how to make performance more accurate and useful.
Next, John Turner builds on existing performance improvement literature by present-ing strategic feedback and feedforward loops, at the process level, as a way to transform existing systems into more adaptive ones. Incorporating a feed process into an existing performance improvement system reduces the number of disconnects, provides a self-regulating process to address dynamic performance issues, and improves decision qual-ity by providing a model of the task prior to performing the task.
Once you and your clients agree on performance or feedback criteria, the right tools are needed to help individuals and organizations hit their performance targets. In our next feature, Fred Nickols presents the target model of human behavior and perfor-mance, a tool representing a closed-loop, feedback-governed view of human behavior and performance. The author describes features of this framework and gives an example of its application that can be replicated by performance improvement professionals.
Christin Lundberg, Jennifer Elderman, Pat Ferrell, and Leslie Harper follow with a feature describing how data gathering and analysis methods assisted with a thorough needs assessment for the parts and service department of a large power tool and equip-ment retailer based in the Midwestern United States. Conducting this needs assessment reminds us of the importance of many best practices, including the use of ethnographic research methods for data gathering and the need to consider using the critical incident technique during open-ended interviews.
Jerry Harbour closes this issue with a case study showing how generically developed models can be adapted to context-specific applications that have great practical value. As illustrated in the case study, the key in developing any good model is to first identify those key variables—the critical few—that truly account for the greatest variance in performance.
pijeditor@ispi.org
INTERNATIONAL SOCIETY FOR PERFORMANCE IMPROVEMENT OFFICERS
Miki Lane, PresidentJudith Hale, President-electDarlene Van Tiem, Past PresidentLisa Toenniges, Treasurer & DirectorPaul Cook, DirectorCarol Lynn Judge, DirectorDawn Papaila, DirectorLuise Schneider, DirectorApril Syring Davis, Executive Director
PERFORMANCE IMPROVEMENT EDITORIAL GROUPApril Syring Davis, PublisherHolly Burkett, EditorJohn Y. Chen, Publications Manager
INTERNATIONAL MARKETINGKinam Sung, Korea
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Performance Improvement (formerly Performance & Instruction) (ISSN: 1090-8811, electronic ISSN: 1930-8272) is published monthly except for combined May/June and November/December issues by Wiley Periodicals, Inc., a Wiley Company.
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Performance Improvement is com-mitted to presenting multiple voices and perspectives related to the prac-tice of human performance technol-ogy. Opinions of the authors do not necessarily represent the beliefs of ISPI or the editor.
Performance Improvement, vol. 49, no. 8, September 2010©2010 International Society for Performance ImprovementPublished online in Wiley Online Library (wileyonlinelibrary.com) • DOI: 10.1002/pfi.20166
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I SP I ADVOCATES
DEFENSE INTELLIGENCE AGENCYHCL-HQ200 MacDill BoulevardWashington, DC 20340Ph: 202-231-5281Deborah Harrisemail: deborah.harris@dia.mil
LOWE’S 1000 Lowe’s Boulevard, 2WTDMooresville, NC 28117Cedric T. Coco, CPTemail: cedric.t.coco@lowes.com
MARITZ PERFORMANCE IMPROVEMENT COMPANY1400 South Highway DriveFenton, MO 63099Ph: 636-827-5720Pierre Politte, Solution Consulting Directoremail: pierre.politte@maritz.com
MICROSOFT CORPORATIONOne Microsoft Way, 21/2193Redmond, WA 98052-6399Ph: 425-722-8506 Irada Sadykhova, Director of Learningand Performance Development Strategies email: iradas@microsoft.com
ADMINISTAFF 19001 Crescent Springs DriveKingwood, TX 77339Ph: 281-348-2840Charles A. Ginn, Organizational Developmentemail: charles_ginn@administaff.com
AMERIGROUP CORPORATION1330 Amerigroup WayVirginia Beach, VA 23464Ph: 757-321-3503BJ Vaughn, Vice President & Chief Learning Officeemail: bvaughn@amerigroupcorp.com
AMGENOne Amgen Center DriveThousand Oaks, CA 91320-1799Ph: 805-313-1335Bill Blunt, Director-Operations Learning & Performanceemail: wblunt@amgen.com
CARLSON MARKETING 2800 Livernois, Suite 600 Troy, MI 48083 Ph: 248-824-8443 Janet Viselli, Performance Improvement Consultant email: jviselli@carlson.com
Performance Improvement • Volume 49 • Number 8 3
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