Performance Analysis

In my continuing series of adding more stuff to my Toolbox, here’s another way of looking at the performance analysis process:


Often, analysis work starts with a big blob of information and unrelated facts plus a few pressing issues tossed in for a sense of urgency. The actual work consists mostly of clumping and dividing, in an effort to find patterns. This graphic represents a particular view of that process.

First, you look at the organisational context and see what the big issues are. Then you try to determine what are the main factors affecting the work performance. Usually you find out that the real problems and challenges are not quite exactly what you were told when you started. That’s where these kind of charts come in handy – explaining the process to your clients.

This chart also shows that there are a lot of performance factors that can only be addressed by non-learning interventions. In other words, there’s more to performance improvement than just training. On top of that, even some of the learning interventions don’t necessarily require training & education solutions (aka “the course).

Anyway, it’s a simple model that doesn’t tell the entire story (what model does?), but I’ve found it useful from time to time.

4 Responses to “Performance Analysis”

  1. Dave F.

    I like this graphic, especially as I try mentally comparing it to Gilbert’s (data/instruments/incentives for the organization, knowledge/capacity/motives for the individual).

    The bracket at the upper right (“learning interventions”) is telling… though you have boxes, I’m sure you see a continuum. Of course, those firmly in the “course” model will see formal instruction occupying most of that continuum.

  2. Harold

    Yes, it’s a limited visual model that needs lots of added detail. As you figured out, the boxes are for simplicity and are not definitive.


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