Feb 16 2018

L&D: Revisiting Management Areas of Performance Part 4 of 4

Management Areas of Performance

This is a model/framework from my EPPI – Enterprise Process Performance Improvement methods.

Part 1 covered: The Leadership Portion of the Model

Part 2 will cover: The Core Portion of the Model

Part 3 covered: The Support Portion of the Model

Part 4 will cover: The Practical Utilities of the Model

Management Areas of Performance – The 6 Practical Utilities of the Model

Here is a PowerPoint Show of the entire presentation – covered in this 4 Part series: Management Areas of Performance WBS

Utility 1: Curating Existing Content
Utility 2: Guiding Development of L&D Content
Utility 3: Guiding Job/Department Organization Design Efforts
Utility 4: Creating a Performance-Base Performance Appraisal System
Utility 5: Planning & Managing the Development of Supervisors and Managers for Current and Future Assignments
Utility 6: Targeting Performance Improvement Efforts

These 6 Utilities are briefly covered next…

Utility 1: Curating Existing Content

You could use this framework to start collecting – and organizing – existing content – so that the curated content is easier to access. Content that already exists, internally and externally, such as

Policies/ Procedures/SOPs
Process Maps
Job Aids/Performance Aids
Vendor Information
Published articles
Book listings
Links to Blog Posts and other Internet resources
Etc.

Utility 2: Guiding Development of L&D Content

You could use this framework as a starting point with your Stakeholders to start an assessment of needs – based on perceptions and any hard data available – to target L&D content “build/buy and modify” efforts.

Utility 3: Guiding Job/Department Organization Design Efforts

You could examine existing Organization and Job Designs to determine gaps in those designs.

Utility 4: Creating a Performance-Base Performance Appraisal System

You could use this framework as a starting point in customizing your current Performance Appraisal system and focus.

Utility 5: Planning & Managing the Development of Supervisors and Managers for Current and Future Assignments

You could use this framework as a starting point in customizing an assessment and planning guide for supervisor and management’s Individual Development Planning (IDP) efforts – or just use my 2011 book – which is intended to do just that.

Utility 6: Targeting Performance Improvement Efforts

You could use this framework as a starting point in with your Stakeholders in targeting where Performance Improvements may bear sufficient fruit (that being ROI) across the Enterprise – or for particular Departments. Or Functions or Divisions/SBUs.

Use the PowerPoint Show to give them a quick overview of the model to begin the discussion.