L&D: Climbing the Performance Analysis Learning Curve – Part 1

Step 1 In the Process of Performance Analysis Process

Is to chunk the segments of Performance into what I call Areas of Performance – AoPs … or if you prefer… AsoP.

Performance Analysis itself is the second type of analysis in my ISD methodologies known as PACT (since the late 1980s/early 1990s):

  • Target Audience Analysis
  • Performance Analysis
  • Knowledge/Skills Analysis
  • Existing Training Analysis

I use the following format and ask the learners/Performers to focus on something familiar to start … something such as their first kid job … a summer job where they got paid by someone other than mom or dad or some other relative.

Summer Job AoPs

After doing this on your own prior job(s) – take on someone else’s summer/kid job – your kids, friends, etc. Then move on to more adult type jobs – which are usually – but not always – more complex than kid jobs.

Note that I typically teach this after teaching how to complete the Performance Models and Knowledge/Skills Matrices – as that’s where the AoPs lead – and beginning with the ends … or next ends in mind is most always helpful.

The exception to that sequence is if the Target Audience has witnessed the entire process – something that was part of my PPTT – PACT Process Technology Transfer efforts with my clients. Search on PPTT if you have more interest in that.

Sounds Like Tasks and Not Topics

AoPs are NOT about knowing something – but are doing something. What do your AoPs sound like? Things to know – or things to do?

By Tasks – I really mean Task-sets. The A in ADDIE represents many tasks for example.

Flow

Follow the Cycle – or Cycles of the job performance.

AoP Examples 3

Minimize Overlaps and Gaps

Overlaps = bad.

Gaps = bad.

Again – don’t confuse the enabling Knowledge/Skills overlaps with the AoPs.

I may need to know and have the skills about word processing … or keyboard skills … to document both my Analysis efforts and my Design efforts … as in ADDIE … but the A and the D are the AoPs … not the keyboarding skills.

AoP Examples 1

Having overlaps in AoPs means that the next step of Knowledge/Skills Analysis will generate a ton of redundancy in those results.

Self-Test

For your learning self-check.

AoP Examples 2

Examples

Sales Rep…

AoPs Sales Rep

Manager…

AoPs TMC

My Blogs have covered this in the past. Search using AoPs for additional posts.

Like the Old Saw

Eat the Performance – or chunk the performance – one chunk at a time. Yes – you’ll have to most likely understand how the pieces work together as a system.

AoP Segmentation Scheme

BTW

The Answers to the Self Test above are:

  • ISD Professional = Non-Example (Bad) – things to know in the mix
  • Milkman/Milkperson = Good Example – non-overlapping task-sets

Some Resources

Models and Matrices- NSPI PIJ -1984 – 5 page PDF – the first publication of the performance and enabler analysis methods for ISD, from NSPI’s (ISPI’s) Performance & Instruction Journal, November 1984.

Perf Modeling & Enabler Analysis – HR-Com – 2003 – 17 page PDF – an online publication at HR.Com in 2003 covering the analysis of both Performance Competence Requirements and the Enablers – part of my ISD (PACT) and Performance Improvement (EPPI) methods.

lean-ISD (1999)

Click on image to link to the download page.

Note: the cover design for “lean-ISD” was created by the late Geary A. Rummler.

Note: Guy W. Wallace’s book “lean-ISD” – was a recipient of a 2002 Award of Excellence for Instructional Communication from the International Society for Performance Improvement.

lean-ISD is also available as a $15 paperback book – and $7.50 as a Kindle – for more and to order – please go – here.

Analysis of Performance Competence Requirements (2011) – as Paperback and Kindle

– for Analysts in performance-based Instruction and Performance Improvement efforts.

Paperback $15 and Kindle $7.50

PACT

slide61

PACT as a brand was part of my former businesses at SWI– Svenson & Wallace, Inc. – and then CADDI– Curriculum Architecture Design & Development Institute, Inc. – and then EPPIC– Enterprise Process Performance Improvement Consultancy, Inc.

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2 comments on “L&D: Climbing the Performance Analysis Learning Curve – Part 1

  1. Pingback: L&D: Climbing the Performance Analysis Learning Curve – Part 3 | EPPIC - Pursuing Performance

  2. Pingback: L&D: Climbing the Performance Analysis Learning Curve – Part 2 | EPPIC - Pursuing Performance

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