HPT Glossary
ADDIE: A general systems process model associated with HPT; An acronym for Analysis (Performance & Cause Analysis), Design, Development, Implementation, and Evaluation (Rothwell, 2007)
Analyst: One who identifies performance problems or improvement opportunities by determining gaps between actual and desired results (Rothwell, 2007)
Behaviors: Actions that contribute to accomplishments (Rothwell, 2007)
Cause Analysis: The process of determining the root cause(s) of past, present, or future performance gaps; involves examining discrepancies identified through performance analysis and determining their root causes (Rothwell, 2007)
Change Implementation Skills: Understanding the nature of individual and organizational change and applying that knowledge to effectively lead organizations successfully through change (Rothwell, 2007)
Change Impetus Skills: Determining what the organization should do to address the cause(s) of a human performance gap at present and in the future (Rothwell, 2007)
Evaluator: One who assesses the impact of interventions and follows up on changes made, actions taken, and results achieved in order to provide participants and stakeholders with information about how well interventions are being implemented; provides feedback to stakeholders about what benefits were received from a performance improvement intervention (Rothwell, 2007)
Human Capital: The skills, knowledge, and experience possessed by an individual or population, viewed in terms of their value or cost to an organization or country (Oxford Dictionaries)
ISPI: International Society for Performance Improvement; an international association dedicated to improving performance and productivity in the workplace (ispi.org)
Interventions: Any effort designed to achieve better results in productivity, profitability, safety, or other measures of success; sometimes called performance improvement strategies (Rothwell, 2007)
Intervention Specialist: One who selects appropriate interventions to address the root cause(s) of performance gaps (Rothwell, 2007)
Performance: For HPT purposes, refers to the results or outcome of work (Rothwell, 2007)
Performance Analysis: The process of identifying the organization’s performance requirements and comparing them to its objectives and capabilities (Rothwell, 2007)
Performance Gap: The difference between actual performance and ideal performance (Rothwell, 2007)
PIP: Potential for Improving Performance; the ratio of exemplary performance to typical performance; term is often associated with Thomas Gilbert (ispi.org)
Vantage Point: A place or position of view; perspective and context; in HPT, performance is viewed at the organizational level, the work or process level, and the individual performer level (Rothwell, 2007)
Worthy Performance: A function of the value of the accomplishment and the costs to achieve it (Rothwell, 2007)
Resources:
Analyst: One who identifies performance problems or improvement opportunities by determining gaps between actual and desired results (Rothwell, 2007)
Behaviors: Actions that contribute to accomplishments (Rothwell, 2007)
Cause Analysis: The process of determining the root cause(s) of past, present, or future performance gaps; involves examining discrepancies identified through performance analysis and determining their root causes (Rothwell, 2007)
Change Implementation Skills: Understanding the nature of individual and organizational change and applying that knowledge to effectively lead organizations successfully through change (Rothwell, 2007)
Change Impetus Skills: Determining what the organization should do to address the cause(s) of a human performance gap at present and in the future (Rothwell, 2007)
Evaluator: One who assesses the impact of interventions and follows up on changes made, actions taken, and results achieved in order to provide participants and stakeholders with information about how well interventions are being implemented; provides feedback to stakeholders about what benefits were received from a performance improvement intervention (Rothwell, 2007)
Human Capital: The skills, knowledge, and experience possessed by an individual or population, viewed in terms of their value or cost to an organization or country (Oxford Dictionaries)
ISPI: International Society for Performance Improvement; an international association dedicated to improving performance and productivity in the workplace (ispi.org)
Interventions: Any effort designed to achieve better results in productivity, profitability, safety, or other measures of success; sometimes called performance improvement strategies (Rothwell, 2007)
Intervention Specialist: One who selects appropriate interventions to address the root cause(s) of performance gaps (Rothwell, 2007)
Performance: For HPT purposes, refers to the results or outcome of work (Rothwell, 2007)
Performance Analysis: The process of identifying the organization’s performance requirements and comparing them to its objectives and capabilities (Rothwell, 2007)
Performance Gap: The difference between actual performance and ideal performance (Rothwell, 2007)
PIP: Potential for Improving Performance; the ratio of exemplary performance to typical performance; term is often associated with Thomas Gilbert (ispi.org)
Vantage Point: A place or position of view; perspective and context; in HPT, performance is viewed at the organizational level, the work or process level, and the individual performer level (Rothwell, 2007)
Worthy Performance: A function of the value of the accomplishment and the costs to achieve it (Rothwell, 2007)
Resources:
- Rothwell, W. J., Hohne, C. K., King, S. B. (2007) Human Performance Improvement. Burlington, MA: Butterworth-Heinemann.