I use the Performance Model to get after the details of “process performance” and to then derive the enablers. And then that data is used to assess the enterprise systems and their processes as to their meeting their stakeholders’ requirements for the human component of process performance.
I use the Performance Model “in place of” or “to augment” any existing Process Maps. If Process Maps do exist they guide the development of the AoPs and the Performance Model charts. If they do not exist I skip them and move directly into the Performance Models – unless my client wants both.
The AoPs parse/chunk the process or processes into reasonable elements that should eliminate or minimize overlaps and gaps.
Then the Performance Model charts are used to guide the data gathering and live capture.
The uses of the set of data from the Performance Models AND the enabler data captured are many.
For the Performance Models AND the enabling Knowledge/Skills data – the applications include developing “terminal learning objectives” that are directly linked to the process performance objectives. And then are used for developing “enabling learning objectives” that are directly linked to the terminal process performance objectives.
And then beyond Objectives, the approach can be used to organized all of your content…the INSTRUCTION and INFORMATION needed for the workflow…
And beyond that it can drive requirements for your human capital systems/ talent management systems/ human asset systems…
For more about this approach to performance-based ISD and HR, contact:
Guy W. Wallace
Certified Performance Technologist
President EPPIC Inc.
guy.wallace @ eppic.biz