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