Performance Improvement is a systematic approach to improving productivity and competence that can be applied to individuals, small groups, and large organizations. The performance improvement model starts with a rigorous analysis of current and desired levels of performance to identify the causes for the performance gap so a solution can be determined, designed, developed, and implemented.

"Without the up‑front analysis and an understanding of the client's business goals, e‑learning is likely to fail to improve individual performance," says Project Manager and Performance Consultant Laura Vavrek. "Such failure may negatively impact the work, the workplace, and beyond. Innovative Learning Group partners with clients to perform such up-front analyses."

TIPS ON DESIGNING PERFORMANCE‑BASED E‑LEARNING

  • Analyze the organization: its vision, mission, values, goals, and strategies.
  • Analyze the organizational environment: four levels of analysis — worker, work, workplace, and world (the industry, community, culture, etc.).
  • Document the current state of performance against the desired state to identify the gap to be addressed.
  • Analyze environmental factors to identify cause(s) contributing to the gap.
    • Expectations and feedback, tools and resources, and consequences and incentives
  • Analyze individual/employee factors to identify cause(s) contributing to the gap.
    • Skills and knowledge, capacity, motives, and preferences
  • Based on the analyses, identify appropriate performance improvement solution(s) to align with the organization's business needs.
  • If e-learning is identified as the solution, begin designing the course by creating a design document.

Once you begin designing your course, here are tips to ensure the e-learning is relevant, meaningful, and challenging for learners.

  • Present information and skills that contribute to the learner's ability to improve his/her performance, and present it in the context of how it applies to the job (e.g., demonstrations, scenarios, etc.). In other words, make it relevant to the learner.
  • Add graphics, animations, simulations, gaming, and other interactivity techniques — if they, too, are relevant to the learner's experience and allow him/her to do something useful. Interactivity must require the learner to do something challenging that leads to improved performance. Make it meaningful/interesting so its worth the learner's time and effort.
  • Include content that mirrors the work environment and allows learners opportunities to practice and use their analytical, decision-making, and evaluation skills. Create activities that challenge learners on multiple levels — physical, mental, and emotional — and encourage exploration to build knowledge.
Back to Top