1. Performance Improvement Theory & ID
   1. Key Principles
      1. The main elements of generic PI models are:
         1. performance analysis
         2. cause analysis
         3. intervention selection
         4. design & development
         5. implementation & change management
         6. evaluation
      2. PI can be applied to improve performance of
         1. organizations
         2. processes
         3. individuals
   2. Philosophical Emphases
      1. Human performance follows specific laws that can often be predicted and controlled
         1. empiricism
      2. PI theory reflects the felief that practical findings can be used as the basis for knowledge and meaning
         1. pragmatism
      3. Organizational theory emphasizes the use of intrinsic motivation and growth of individuals in an organization
         1. humanism
   3. Theoretical Foundations
      1. Behavioral learning theory
      2. Communications theory
      3. General Systems Theory
      4. Instructional Systems Design
      5. Organizational Development
   4. Early Contributors
      1. William Deterline
      2. Thomas Gilbert
      3. Joe Harless
      4. Roger Kaufman
      5. Donald Kirkpatrick
      6. Robert Mager
      7. Geary Rummler
   5. Applications to ID
      1. Evaluation
      2. Front-end Analysis
      3. Intervention Design and Implementation
      4. Strategies for Promoting Transfer
   6. Research Support
      1. Electronic Performance Support Systems
         1. Nguyen & Klein, 2008
      2. Implementation of Performance Interventions
         1. Rossett & Tobias, 1999
         2. Vadivelu & Klein, 2008
      3. Review of PI Research
         1. Clark & Estes, 2002
         2. Klein, 2002
         3. Marker, et al., 2006
         4. Conn & Gitonga, 2002
   7. Related Concepts
      1. Human Resource Management
      2. Organizational Development
      3. Performance Support Systems
      4. Strategic Planning
2. ID Domains & Elements Related to Performance Improvement Theory
   1. Learners & Learning Processes
      1. The three main individual factors that influence performance are knowledge, capacity, and motives
   2. Learning & Performance Contexts
      1. Critical Contexts
         1. orienting
         2. transfer
         3. performance
      2. Relevant aspects of the performance context
         1. on-the-job environments
         2. organizational impact
         3. return on investment
      3. Contextual Characteristics
         1. physical resources and materials
         2. managerial and supervisor support
         3. socio-cultural
   3. Instructional & Noninstructional Strategies
      1. Improved Work Environment
      2. Incentives & Rewards
      3. Job and Organizational Structure Redesign
      4. Performance Feedback
      5. Performance Support Systems
      6. Resource and Tool Modification
      7. Training
   4. Designers & Design Processes
      1. Designer Characteristics
         1. expertise
         2. competence
      2. Analysis
         1. cause
         2. cost
         3. environment
         4. gap
         5. job
         6. organization
         7. problem
         8. performance
      3. Change Management
      4. Assessment & Evaluation
         1. formative
         2. summative
         3. confirmative
      5. Intervention
         1. selection
         2. design
         3. development
         4. implementation