Glossary

Glossary

Behaviors : Actions that contribute to accomplishments. (Rothwell, 2007)

Cause Analysis: The process of determining the root cause(s) of past, present, or future performance gaps(Rothwell, 2007)

Change Management: “the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes.” (Prosci)

Change Manager: The role that ensures that interventions are implemented in ways consistent with desired results and that they help individuals and groups achieve results. (Rothwell, 2000)

Competence: the ability of an individual to create valuable results without excessively using costly behavior. Human competence is a function of worthy performance (W), which is a function of the ratio of valuable accomplishments (A) to costly behavior (B). W= A/B (Gilbert)

Evaluator: The role that assess the impact of interventions and follows up on changes made, actions taken, and results achieved in order to provide participants and stakeholders with information about how well interventions are being implemented. (Rothwell, 2000)

Exemplar: Thomas Gilbert uses the difference between exemplary performance and typical performance to determine the PIP. The exemplar is the historical best example or instance of performance. (Gilbert, 1978)

Human Capital: the stock of knowledge, habits, social and personal attributes, including creativity, embodied in the ability to perform labor so as to produce economic value. (Becker & Mincer)

Human Performance Improvement Analyst: an HPI role involving performance and cause analysis, “conducts troubleshooting to isolate the cause(s) of human performance gaps or identifies areas in which human performance can be improved.” (Rothwell, 2010)

Instructional Design: “a systematic approach to the design, production, evaluation, and utilization of complete systems of instruction, including all appropriate components and a management pattern for using them.” (AECT)

Intervention Specialist: An individual who selects interventions to address the root cause(s) of performance gaps. (Rothwell, 2007)

Leisure: The most desirable and valuable aim of any attempt to improve human competence. Leisure is a product of time and opportunity. (Gilbert, 2007)

PIP: an acronym for a conceptual tool frequently associated with the work of Thomas GIlbert, represents the potential to improve performance; a ratio of exemplary performance to typical performance. (Gilbert, 1978)

Systematic Approach: An approach to analysis based on logical, empirical and rigorous methodology. (Rothwell, 2007)

Systemic Approach: An approach to analysis that takes into account all of the components of a system. (Rothwell, 2007)