Performance Improvement Reference Models

The general ISPI Human Performance Technology Model, shown below, provides valuable insight into the high-level approach to HPT.  It directs the consultant through the process of doing an initial Performance Analysis to determine what is wrong, Cause Analysis to gain insight into why the problem(s) exist, Intervention Selection and Design to determine corrective action, Intervention Implementation and Change to put in place the desired corrective action, and finally (and mixed in throughout), Evaluation to ensure the intervention actions are on track and to determine their effectiveness.

This model differs from the process diagrams in that it describes the general Performance Improvement process, not necessarily how a consultant would offer PI to a client organization.  While they are similar, this model is at a very high level.  The following Performance Analysis Flow Diagram, goes a level deeper into the model, starting to ask specific questions:

Mager, R.F. & Piper, P. (1997).  Analyzing performance problems.  Atlanta: Center for Effective Performance.

This model, presented by Robert Mager and Peter Pipe, is probably most aptly used internally by management to delve into performance problems.  This model could also be considered a performance consultant's process flow.

(for a printable version of the Mager & Pipe model, click here)