Human Performance Technology

Performance Needs Analysis

A Performance Needs Assessment (PNA) is similar to a Training Needs Assessment, but rather than determining the conditions of training, it focuses on the requirements for performance i.e., business and performance issues and objectives, the performers, context, constraints, cause analysis and evaluation.

Gilbert’s BEM/ 6-Box model is my favorite PNA tool as it is an easy-to-apply framework that helps me apply performance thinking to guide my questioning and problem-solving, and better conceptualize and categorize the root causes of performance problems. Root cause analysis will prevent the same problems from repeating because it can point you to real, sustainable solutions that prevent the problem from reoccurring, rather than temporary patches. Once the source(s) of the problem(s) are identified, you can easily determine what initiatives should be considered to help change behavior and improve performance.

It is important to keep in mind that most of the time, the main factors affecting performance are environmental (rooted in the organization) rather than individual (rooted in the employee). Hence, it’s wise to treat performance problems from within the organization, not only to ensure that analysis and solutions are as cost-effective as possible for the client, but also since these environmental factors are easier to improve through the right performance interventions, and will ultimately have a greater positive impact on both individual and group performance.

High Level Design

Design (HLD) document describes the different interventions of a proposed Performance Improvement Campaign (PIC) intended to address the performance issues identified in the PNA, and the interrelationships among these interventions. The PIC aims to close performance gaps, reinforce desired behavior, and achieve business/ performance objectives. The HLD helps you understand that if the PNA indicates performers cannot achieve desired results because the work environment:

Lacks facilitating elements or presents barriers to achieving desired performance, then a non-learning environmental intervention such as provision of information, feedback and resources or process/ job redesign should be proposed.
Does not stimulate, encourage, or reward desired performance, then a non-learning emotional intervention to build commitment, engagement and motivation should be considered e.g., provision of incentives, job enrichment.

It’s important not to rely on a single intervention to work, since a performance intervention is only a part of a basket of solutions to a performance problem. It is also not advisable to try to design and develop all the interventions you recommend

Detailed Design

The High-Level Design (HLD) document describes the different interventions of a proposed Performance Improvement Campaign (PIC) intended to address the performance issues identified in the PNA, and the interrelationships among these interventions. The PIC aims to close performance gaps, reinforce desired behavior, and achieve business/ performance objectives. The HLD helps you understand that if the PNA indicates performers cannot achieve desired results because the work environment:

Lacks facilitating elements or presents barriers to achieving desired performance, then a non-learning environmental intervention such as provision of information, feedback and resources or process/ job redesign should be proposed.
Does not stimulate, encourage, or reward desired performance, then a non-learning emotional intervention to build commitment, engagement and motivation should be considered e.g., provision of incentives, job enrichment.