Audio Introduction

Here is my audio introduction.

Audio Blog

I've just learned how to publish audio blogs. Check out my audio introduction I just recorded.

Performance Gap Analysis

In this posting we will explore performance analysis. Performance Analysis answers the question – What is the Performance Discrepancy? This is done through identification of the Gap between what is (Current Performance) and what is desired (Desired Performance).

To Identify Gaps there are many models that incorporate this into their comprehensive performance analysis procedures. Two Models that can be used for this.

Model Examples:

1. Performance Analysis by Mager and Pipe - for more information follow this link:
   http://www.cnyshrm.org/indextest/Needs%20Assessment%20Handout%20--%20SHRM%2011-19-02.pdf



2. ComADD by Diane Gayeski - for more information follow this link: http://www.dgayeski.com/omninteg.html and the website for Gayeski Analytics at http://www.dgayeski.com/

Systematic Process

We are continuing on the IPT Toolkit journey with this posting with a description of the Process that we IPT professionals use in our work. Here is the short version.

The competencies that Human Performance Technology can provide to your organization are used within the Human Performance Technology Systemic Process called the HPT Model. The model has 4 major sections:

• Performance Analysis – What is the Performance Discrepancy?
• Cause Analysis – What are the Causes?
• Performance Intervention/Solution Selection, Implementation and Change – What are the Solutions? AND Implementing Them!
• Evaluation – Did the Solutions Implemented work?
  

IPT Toolkit

IPT Defined

As part of a culminating project in my Masters program in instructional and performance technology, I am creating an IPT Toolkit which I will post on this blog. It's good to note that IPT is synonymous with Human Performance Technology (HPT) which is defined by the International Society for Performance Improvement as:

• "As the systematic and systemic identification and removal of barriers to individual and organizational performance", and
• A technology that "uses a wide range of interventions that are drawn from many other disciplines including, behavioral psychology, instructional systems design, organizational development, and human resources management. As such, it stresses a rigorous analysis of present and desired levels of performance, identifies the causes for the performance gap, offers a wide range of interventions with which to improve performance, guides the change management process, and evaluates the results."

Part one of my IPT toolkit begins below with the Introduction and Overview

INTRODUCTION AND OVERVIEW

Value of Instructional and Performance Technology (IPT)

The value that I as a Instructional and Performance Technology IPT professional can bring to your organization can be found in the IPT competencies you can leverage to build and optimize organizational performance. My IPT competencies are found in the following categories:

Competency Category and Description

• Professional Practices
  HPT Professionals take a systematic and systemic views of organizational opportunities and problems which include:
  · Creating a vision and goals for performance improvement projects
  · Project Management
  · Consultation
  · Results-oriented practices
  · Professional and ethical judgments
• Analytical Process
  HPT professionals assess organizational performance needs through effective observation, research, data analysis, systematic problem-solving, evaluation of solutions and cost-effective analysis
  Technical Products
  HPT professions design, develop, implement and evaluate performance solutions that include two major types of technical products:
  · Instructional – Performance Solutions to solve for skill, knowledge and attitude -performance gaps
  · Non-Instructional – Performance Solutions to solve for data, incentives, motives, capacity and other non-instructional performance gaps
• Interpersonal communication
  HPT professionals have coaching, facilitation, feedback, consultation skills when working with clients and subject matter experts for performance improvement projects.