After previewing several sites, I settled on one that had detailed definitions and descriptions of performance analysis. This site stated that "Performance analysis is the front end of the front end. It's what we do to figure out what to do. Some synonyms are planning, scoping, auditing, and diagnostics." When compared to yesterday's change management and last weeks human performance technology topics, I am finding that many of these terms are either interchangeable or describe different phases of the same project. This site also has a large amount of specific information to use when specific problems are encountered such as when customers resist the analysis phase and want to jump right into the change phase. It is well laid out and easy to follow.
After jumping from page to page on the PA site, I went back and picked another site from my search engine list. I came across a government site entitled Performance Analysis Tools. However, this was among many sites that analyzed performance of computer systems rather than human systems. Further searching revealed a site I have used in previous courses.
This site reviewed performance analysis as an integral part of the ISD model for instructional design. The site had a lot of graphics and flowcharts to ensure the reader has a clear understanding of the concepts presented and the interrelatedness of the steps to follow in a performance analysis. The approach presented here used four levels of needs combined with four levels of evaluations to come up with an approach that works well for business problem solving. These levels are:
- Business Needs are linked to Results or Impact (level 4)
- Job Performance Needs are linked to Behavior (level 3)
- Training Needs are linked to learning (level 2)
- Individual Needs are linked to Reaction (level 1)
http://www.josseybass.com/legacy/rossett/rossett/what_is_pa.htm
http://www.skagitwatershed.org/~donclark/analysis/analysis.html
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