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The Assessment Book Instruments

Performance Improvement Competencies — developed by Ingrid Guerra-López

Purpose and Benefits
The purpose of this instrument is to help individuals improve the performance of their organization, its members, and its external contributions to society. The instrument is designed to identify strengths and weakness in your overall performance improvement skills so that timely and appropriate action can be taken to support continual performance improvement.

Background
Today’s performance improvement practitioners represent the entire spectrum of business, industry, and the public sector, with their functions being as diverse as the organizations they come from. Along with eclecticism and expansion comes the threat of mediocrity. Given the speed of change in today’s society and the variety of knowledge and skill sets brought in by more specialized subsets (e.g., instructional designers, training specialists, human resource developers, organizational developers), there has been a growing disparity among practitioners’ behavior, even if they share the title of performance improvement professional (Hutchinson, 1990).

Some time ago, the International Board of Standards for Training, Performance and Instruction (IBSTPI) released the third edition of Instructional Design Competencies: The Standards (Richey, Fields, and Foxon, 2000), intended to provide instructional designers with a foundation for the establishment of professional standards. Although Sanders and Ruggles (2000) conclude, "By most accounts, HPI is an outgrowth of instructional systems design and programmed instruction," these instructional design competencies do not cover the entire spectrum of competencies required for performance improvement professionals (Kaufman and Clark, 1999). Many of the leading figures in the performance improvement field (e.g. Harless, 1970; Rummler and Brache, 1995; Rothwell and Kazanas,1992) agree that skills and knowledge is one of about four (i.e. selection, motivation, environment, and ability) possible factors of performance.

According to the literature, the field of performance improvement had to be analyzed to determine what behaviors and performances are required in order for practitioners to add a demonstrable value to the field and society as a whole (Dean, 1997; Kaufman, 2000; Kaufman, 2006; Westgaard, 1988). If they are to deliver what they promise - improved performance - a logical place to start is to set performance standards for themselves. Thus, the Performance Improvement Competency Inventory, presented here, was rigorously designed and validated with the purpose of informing and improving the practice of performance improvement professionals

Instrument Preview : Performance Improvement Competencies

Sample Reporting

Please contact us for more information about using this instrument in your organization.

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