Models

Behavior Engineering Model (BEM)

The behavior engineering model (BEM) was developed by Thomas Gilbert (1978) in his book Human Competence. It is a holistic, systemic view of performance that looks at worthy performance (W) as a ratio between the value of the accomplishment (A) and the cost of the behavior (B). The BEM is used to diagnose a wide variety of performance problems by analyzing both types of behavioral costs - a person's behavior repertory and his or her environmental supports.

Harless Models

Joe Harless, a student of Tom Gilbert, is often considered the father of front-end analysis. His 1970 book, An Ounce of Analysis (Is Worth a Pound of Objectives), helped pave the way for performance HPT practitioners by giving them a new perspective on the performance improvement process. His practical approach to diagnosing performance problems has rippled through HPT, and continues to inform current practices.

ISPI Model

The International Society for Performance Improvement has developed a model that is widely used in the field. The model coordinates with the standards used in their CPT certification and accreditation programs. The ISPI Model for Performance Improvement / HPT synthesizes the principles of Front-End Analysis, Gap Analysis, Cause Analysis, Environment Analysis, Behavior Engineering, Change Management, and more.

Mager and PIPE Model

The Pipe and Mager Model is described in their book, Analyzing Performance Problems, is characterized as situation specific. The model is designed similar to a flowchart, and is used to examine performance problems. The model is used when a problem is discovered and a solution to the problem needs to be found. The design of the chart enables an evaluator or organization to determine the best possible solution.

Rummler and Brache Adaptation

The Rummler and Brache model is a simple yet effective tool for evaluating an organization’s performance on different scales. It looks at three levels of performance – organizational, process, and individual. These levels are positioned on the y-axis of a simple matrix. Across the x-axis, there are three performance needs – goals, designs, and management. This adaptation of the Rummler and Brache model incorporates additional cultural variables as a foundation for the entire matrix. Accompanying questions help HPT practitioners identify inefficiencies in their organizational structure.

Spitzer Adaptation

The Spitzer Model suggests interventions that all intervention specialists should consider while creating a design report as well as a guide to help professionals throughout the development process.

An article written by Bernandez (2011) suggests using multiple HPT and non-HPT concepts when developing solutions and implementing interventions. I propose using the Spitzer model before choosing any HPT model or intervention.