|
|
Improve Performance
Faster. Better. Cheaper. Sound familiar?
Could your organization or business unit benefit from higher productivity or efficiency? Are you looking to improve things like team effectiveness, quality, or customer service? Are you wondering why some people in your organization or business unit are able to meet or exceed performance expectations and others cannot? Organizational Development Resources can help shed light on these situations, through our performance improvement services.
We work with you to identify the root causes of performance gaps and identify solutions that close the gaps (known as human performance improvement). We examine what's not working and why, but we also explore what high performers are doing right, and then make recommendations for what people can do differently to improve performance. Then we help make it happen.
Take advantage of our simple, proven performance improvement process. A more objective review of the situation typically results in the identification of more performance improvement opportunities and more of the true reasons for performance issues.
The people in your organization have the answers; we just help them arrive at the answers faster.
Learn more about Performance Improvement and our Performance Improvement services or about what makes us different; or contact us.
What is Performance Improvement?
According to the American Society for Training & Development, the human performance improvement (HPI) process helps organizations articulate their business goals, link these goals to human performance, diagnose the current state of performance in the organization, find the root causes for performance deficiencies, implement solutions, and evaluate the results of the interventions (solutions). Examples of potential performance improvement solutions include:
-
developing or clarifying organizational mission and strategies
-
setting and communicating clear job expectations
-
designing and implementing feedback systems
-
improving teamwork
-
creating job aids
-
training
-
creating incentive and recognition practices
-
redesigning processes
-
developing and implementing job standards
-
providing new equipment or tools
Learn more about Performance Improvement, including how it's different from the practice of Organizational Development.
Our Performance Improvement Services and Products
Our performance improvement services include assessment, consulting, and training, and reflect the steps in the performance improvement process:
-
Identify which business goal(s) are involved
-
Determine what performance (behavior) is needed from people in order to achieve the goal
-
Assess the current state of performance and the gap between current and desired performance (see our Assessments page for our available assessment tools)
-
Discover the root causes for performance gaps
-
Recommend solutions that address the root causes
-
If training is a solution, we can develop it and train your trainers
-
Examples of training topics include:
-
The performance improvement process
-
Quality
-
Communication
-
Customer service
-
Teambuilding
-
Problem-solving
-
Innovation
-
Leadership
-
Assist with implementation of solutions
-
Assist with evaluation of solutions
For your performance improvement needs, turn to people who have deep expertise and education in human behavior. Turn to Organizational Development Resources.
We listen to your needs and desires. We work within your budget and recommend actions and solutions that fit your organization's culture. Learn more about us or contact us.
What is the Difference between OD and HPI?
Since we offer both Organizational Development (OD) consulting and solutions and Human Performance Improvement (HPI) consulting and solutions, you might wonder "What is the difference between OD and HPI?"
Similarities:
Both fields exist to improve organizational effectiveness and results.
There is overlap in the solutions offered.
Both take a systems approach; where you ensure that goals, people, technology, processes, policies, and other aspects of the "system" are aligned.
Differences:
-
The OD field came into existence before HPI, and HPI is based on much of OD's theory.
-
OD solutions typically focus on organizational culture, structure, and group dynamics.
-
OD is typically used for large-scale efforts that involve significant change and that affect long-term organizational health.
-
HPI is typically used to eliminate performance gaps that are affecting specific organizational goals like productivity.
-
HPI measures are typically more narrow than OD measures (for example, cost or productivity vs. level of employee engagement or return-on-investment).
The good news is that you don't need to determine which field of practice to use; just call us and we'll recommend the best way to go.
Of the unique aspects of partnering with us on performance improvement is that we believe in the power of people to accomplish anything when they feel committed. We approach performance improvement with a positive perspective rather than only a problem perspective-where the glass seems half-full rather than half-empty. We help you tap the creativity of the people in your organization. Even when a performance problem is the driver for your call to us, we look at what's causing the problem but also what opportunities are waiting in the wings.
The people in your organization have the answers; we just help them arrive at the answers faster. |
|
OrganizationalDevelopment.com