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Leigh, Doug; Watkins, Ryan – Performance Improvement, 2011
Efforts to improve human and organizational performance are often courageous adventures full of unexpected twists and turns and frequently leading to unexpected destinations. From mentoring and succession planning to e-learning and beyond, the activities that can be leveraged to improve performance are vast. Comparing, contrasting, selecting, and…
Descriptors: Personnel Management, Performance Technology, Improvement Programs, Organizational Development
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Lyons, Paul R. – Performance Improvement, 2010
This article presents a partnership effort among managers, trainers, and employees to spring to life performance improvement using the performance templates (P-T) approach. P-T represents a process model as well as a method of training leading to performance improvement. Not only does it add to our repertoire of training and performance management…
Descriptors: Performance Technology, Training Methods, Models, Partnerships in Education
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Villachica, Steven W.; Stepich, Donald A.; Rist, Shannon – Performance Improvement, 2011
The business of training and performance improvement has always been cyclical, with the fortunes of human resource development (HRD) and performance improvement professionals rising and falling with the economic fortunes of the workplace. The current economic downturn and nascent recovery represent an opportunity for HRD and performance…
Descriptors: Performance Technology, Human Resources, Economic Climate, Opportunities
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Langdon, Danny – Performance Improvement, 2000
Suggests that performance consultants are at their best for the benefit of clients when they assume the role of facilitator, not solver of clients' performance problems. Describes the four requirements involved in facilitation: Facilitators, Exemplary Performers, a Model, and Resources. Illustrates how to implement and use the four features of…
Descriptors: Improvement Programs, Organizational Development, Performance Factors, Performance Technology
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Gilley, Jerry W. – Performance Improvement, 2001
Suggests that human resources development professionals need to change their performance improvement focus and philosophy to embrace the importance of building on strengths and managing weaknesses. Identifies five characteristics indicative of employees' strengths. Describes seven strategies to help employees minimize their weaknesses while…
Descriptors: Administration, Employees, Employers, Employment Practices
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Mourier, Pierre – Performance Improvement, 1999
Presents an evaluation/development method for achieving customer-driven improvement in organizations. Describes the steps to external and internal "mirror analysis," a process for determining if the organization functions as a mirror of customers' needs and expectations. Twelve figures illustrate factors in the process. (AEF)
Descriptors: Evaluation Criteria, Evaluation Methods, Improvement Programs, Organizational Development
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Stape, Christopher J. – Performance Improvement, 1999
Presents a schema for expert decisionmaking that can be used as a performance support tool. The ringshaped schema can be used in two ways: (1) beginning at the center with problemsetting and working outward to other supporting factors, or (2) skimming over the factors located in the outer ring to find a topic related to information about the…
Descriptors: Critical Thinking, Decision Making, Improvement Programs, Management Systems
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Price, Rosalynne V. – Performance Improvement, 2000
Considers three variables that can help performance technologists work more effectively with different kinds and different generations of people. Discusses recognizing the impace of position and disposition, assuring that feedback occurs, and thinking beyond old ways of operating and motivating. Suggests that the context of human interaction is…
Descriptors: Feedback, Human Resources, Improvement Programs, Interaction
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Beard, Michael W. – Performance Improvement, 1999
Provides instructional developers' (ID) insights and observations based on the experiences of a training and development organization, Sprint's University of Excellence (UE), as it evolved from a small group of 20-25 individuals in 1990 to a large business unit comprising almost 400 individuals in 1999. Discussion includes course development…
Descriptors: Business, Corporations, Improvement Programs, Instructional Design
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Lee, William W.; Owens, Diana – Performance Improvement, 1999
Presents an approach for linking organizational goals with media selected to deliver training. Outlines three levels of organizational assessment: systemic, performance, and training. Describes the media analysis process that considers instructional and cost- and project-constraint factors for arriving at the most appropriate delivery media. (AEF)
Descriptors: Business, Corporations, Educational Media, Improvement Programs
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Stolovitch, Harold D.; Maurice, Jean Gabriel – Performance Improvement, 1998
Examines the role of training for improving the performance of people in ways that both they and their organizations value, focusing on what the true worth of training is and can be. Proposes a model for calculating return-on-investment (ROI) in training. Presents a case study of its application within an operational context at a bank. (Contains…
Descriptors: Case Studies, Cost Effectiveness, Evaluation Methods, Human Resources
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Ross, Linda – Performance Improvement, 2003
Recent work with automotive e-commerce clients led to the development of a performance analysis methodology called the Seven Performance Drivers, including: standards, incentives, capacity, knowledge and skill, measurement, feedback, and analysis. This methodology has been highly effective in introducing and implementing performance improvement.…
Descriptors: Alternative Assessment, Evaluation Criteria, Evaluation Methods, Improvement Programs
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Buchen, Irving H. – Performance Improvement, 2003
There are a number of problems posed by employee evaluation, and professional development often suffers from similar issues. Suppose employee evaluation and professional development were intertwined in a collaborative and evolving relationship, and both components were brought to bear on linking individual and company goals. The answer is the…
Descriptors: Cooperative Programs, Corporations, Evaluation Methods, Improvement Programs
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Sevilla, Christine; Wells, Timothy D. – Performance Improvement, 1999
Discusses six initiatives that organizations can support to ensure peak performance: individual knowledge portfolios; mentoring and apprenticeship relationships; electronic conferencing systems; organizational knowledge repository; community of practice; reward and recognition. Defines each initiative and describes how to make each one work in an…
Descriptors: Employee Attitudes, Improvement Programs, Institutional Environment, Job Enrichment
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Hutchison, Cathleen Smith; Stein, Faith S. – Performance Improvement, 1998
Provides a list of potential strategies and tactics for improving the performance of individuals, groups, and organizations. The performance technologist must be able to integrate these strategies to be successful. Lists and describes 20 categories/interventions. The process of performance technology is discussed, as well as tips for mastering…
Descriptors: Improvement Programs, Information Scientists, Information Systems, Information Technology