Common Challenges

Motivated either by declining performance measures or by increased pressure from the marketplace or its customer base, an organization decides to look for ways to dramatically improve its overall human performance profile. Recognizing that quick fixes haven’t worked, the leadership commits itself to a broad gap analysis of the factors that affect on-the-job performance (e.g. work standards, hiring practices and team performance). Through the analysis, gaps are identified and prioritized and interventions are collaboratively selected that address these gaps, using strategic metrics to measure improvement. 


Typical Scenario

  • Believing that most problems can be solved through training, an organizational development consultant or training specialist is hired to develop and deliver a program that addresses the perceived problem. 

  • In the course of assessing the client’s needs, the discussion uncovers opportunities to improve human performance (e.g. clear job descriptions, improved incentive systems, employee coaching, faulty work processes)

  • The consultant develops a performance improvement plan that includes the high-priority topics most likely to meet the performance improvement goal, including an economic model showing the anticipated business gains for each proposed solution

  • Shortcomings that can be addressed through training are subjected to a performance-based training approach in which the ultimate measure of success is impact on the job and the organization’s performance.


Methods and Deliverables

  • Conduct a performance needs assessment that looks at deficiencies in the human performance system that contribute to on-the-job performance (e.g. work processes, performance management systems, incentive systems, hiring and development practices)

  • Conduct a gap analysis that defines and measures the difference between where we are NOW and where we COULD or SHOULD be. 

  • Work with the client to assess the impact of these gaps on the organization that will lead to a prioritization of approaches

  • Develop a work plan that addresses these priorities

  • When training is required, apply a performance-based training development approach that focus on job performance 

  • Performance improvement deliverables include:

    • Process design/redesign

    • Organization design (i.e. the basic structure of an organization or work unit)

    • Gap analysis

    • Impact analysis

    • Performance Improvement plan

    • Change management strategy

    • Communication strategy 

    • Team assessment and team building

    • Performance management plan 

    • Evaluation plan

  • Performance-based training deliverables

    • Performance analysis

    • Skill/competency gap analysis

    • Learning needs assessment 

    • Audience analysis

    • Training design document 

    • Participant guides

    • Job aids

    • Evaluation plan


Our Human Performance Improvement courses include On the Road to Performance ConsultingImplementing Performance Consulting in Your Organization and Transitioning from Training to Performance Consulting.

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