Scribd Logo
Upload

Welcome to Scribd!

  • 1K views

    Ispi Model

    Uploaded by

    api-252222018

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    Ispi Model

    Uploaded by

    api-252222018
    1K views2 pages

    Original Title

    ispi model

    Copyright

    © © All Rights Reserved

    Available Formats

    PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    1K views2 pages

    Ispi Model

    Uploaded by

    api-252222018

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 2

    The ISPI Model of

    Performance Improvement


    The International Society for Performance Improvement (ISPI) has emerged as
    professional association that offers professional certifications for human performance
    improvement.

    Like other models inspired by the behavioral engineering perspective, the ISPI
    model of performance improvement first engages performance analysis to analyze the
    organization (its vision, mission, values, goals, and strategies) to specify performance
    objectives (desired workplace performance), and then analyze the environment
    (organizational, work, workflow, and worker expectations) and workers current
    performance outcomes to identify verifiable, worth-impacting performance gaps.

    Next, the model uses cause analysis to understand the lack of appropriate
    environmental support (data, information, feedback, resources, tools, consequences,
    incentives, and rewards) and lack of desired repertory of behavior (skills, knowledge,
    capacities, motivations, and expectations) to identify relevant sources of the
    performance gap.

    Next the model designs features of performance technologies (training,
    performance support, job aids, feedback, or job analysis and work design) to match the
    needs uncovered during the cause analysis phase. Interventions are implemented,
    updated, and maintained through change management, project management, and
    communication building practices.

    The model calls for formative evaluation techniques, summative evaluation
    techniques, confirmative evaluation techniques, and meta-evaluations that reflect on
    success stories and lessons learned as part the overall evaluation of the intervention
    and performance outcomes.

    http://www.ispi.org/images/HPT-Model/HPT-Model-2012.jpg

    References

    Foshay, W. R., Villachica, S. W., & Stepich, D. A. (2014). Cousins but Not Twins:
    Instructional Design and Human Performance Technology in the Workplace.
    In Handbook of Research on Educational Communications and Technology (pp.
    39-49). Springer New York.
    Stolovitch, H. D. and Beresford, B. (2012). The Development and Evolution of Human
    Performance Improvement. In Reiser, R A. & Dempsey, J.V. (Eds.), Trends and
    issues in instructional design and technology (3rd ed.), Boston, MA: Pearson
    Education.

    You might also like