Organizational Learning, Performance, and Change: An Introduction to Strategic Human Resource Development

By Jerry W. Gilley; Ann Maycunich | Go to book overview
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of the performance improvement initiative. The data gathered and analyzed will determine whether the performance improvement solution eliminated or significantly mitigated the performance problem. If the solution is deemed inadequate, treatment is discontinued or a new remedy is prescribed. Rothwell ( 1996b, 15) provides several questions that help to determine the effectiveness of a performance improvement solution:
How well did the intervention achieve desired and measurable results?
How well realized were the forecasted and measurable improvements targeted for the intervention?
What were the positive and negative side effects?
What side effects of the intervention were noticeable?
What lessons were learned from the intervention that could be applied in the future?
How well has the intervention been adopted in the corporate culture?
What best practices or lessons learned resulted from the intervention?
Evaluation properly targeted at the subject for change (such as employee performance) and at the intervention (the means to an end) answers these key questions:
Did results match intentions?
Was a human performance gap eliminated or a human performance improvement opportunity realized?
Were organizational needs met?
Measurement determines how much change and how much improvement occurred and answers the following questions:
What were the impacts of the intervention strategy?
What value was added in economic and noneconomic terms?

Conclusion

Human performance technology (HPT) differs from other fields, such as training and organizational development, in its unique approach to performance problem solving. HP technologists design and develop interventions that have four fundamental characteristics: They should be results-oriented (measurable), cost-effective (designed to save more than they cost), comprehensive (solve the whole problem, not just part of it), and systemic (well integrated into the entire organization).

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