Use this checklist to review the steps to take in analysis for human performance improvement.
□ Monitor and analyze internal and external organizational environments.
□ Look for problems (or their symptoms) and opportunities for human performance improvement.
□ Conduct preliminary analyses of:
□ assumptions
□ the problem/opportunity's scope (how serious, widespread, and likely to grow)
□ resources/constraints for information gathering
□ Develop a preliminary problem definition.
□ Gather additional information from:
□ documents
□ experts, if necessary
□ Decide whether to use:
□ face-to-face or telephone interviews
□ written or emailed surveys/questionnaires
□ observations
□ Select job performers and others from whom to gather information.
□ Look for problems related to job performers':
□ information or knowledge
□ work environment (setting, tools, processes)
□ motivation or incentives
□ selection and assignment
□ Consider whether the root of the problem is at the organizational level.
□ Consider the influence that people outside the organization have on the problem—and, the influence that the problem has on them.
□ Analyze problem/opportunity for cause, side effects, and consequences.
□ Define goals for performance improvement.
□ Anticipate risks; consider preventive and protective measures.
□ Consider whether more information gathered about the scope of the gaps in performance (and related goals and risks) requires redefinition of the problem.
□ Prepare summary report of findings and request for resources for working on intervention generation and selection.
□ Record and organize current findings for easy retrieval of information.
□ Devise and follow an action plan for learning more about HPI and performance technology.
□ Continue to monitor internal and external organizational environments.