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The Human Performance Intervention

The Human Performance Intervention

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Student’s Name

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Institutional Affiliation

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The Human Performance Intervention

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Interviewing a client

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Try to ask open-ended questions instead of asking: do you have any hobbies. Say: tell me about your hobbies.

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Always give the clients the chance to tell you about their stories in a manner they feel comfortable with.

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As the interviewer, you need to go into the interview with the knowledge of all the elementary information you must get from your client.

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We also need to present the information in a manner that is supportive of the client.

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We also need to keep good notes during the process of interviewing a client so that we don’t ask about what the client already gave.

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We should let the clients know that whatever they are saying during an interview is important. We can achieve this by looking into the eyes.

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Avoid asking irritating questions.

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Collecting Performance Data

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We should involve all the sections or departments when collecting performance data

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We should not use the data in segregation or selectively as this may not give the real picture.

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To get an accurate data results, we should not rely on a single data during the analysis of data.

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Analyzing Performance Data

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The results are a true reflection and any suggestions made in regards to this clearly indicates the same.

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Organizational Performance Analysis

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When analyzing the organizational performance, we should also take into considerations the individual performances.

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We should be ready to get either bad or good results after such analysis, which will determine the next course of action.

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In such analysis as this, the information obtained needs to be safely kept for future references.

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Key performance indicators should be displayed in strategic points where everybody can see the overall performance.

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Linking Organizational and Employee Performance

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In order to achieve the goals and objectives, we should ensure that the right people are in the right jobs.

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Tasks given to employees should be in line with the organizational goals and objectives.

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Linking organizational and employee performance brings the sense of responsibility among the employees and through this, they get motivated.

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Worker/Employee Analysis

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We should carry out regular employee performance analysis to identify any weaknesses that may require improvements.

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The process of evaluating the employees should be friendly

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Good performers should also be rewarded as a way of appreciating their inputs. This also boosts their morale to continue working.

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Analyzing Performance Gaps

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Before going into the analysis of the performance gaps, we should first identify these gaps in every department.

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Performance gaps are an indication that the workflow is not at its optimal point.

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Once the gaps have been identified, we need to develop a small unit that specializes in filling up the gaps.

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Classifying Performance Gaps

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We should know who our main consumer are and what is lacking in the market

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Our suppliers are very important and we need to make sure that the gap doesn’t exist.

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Analyzing Performance Gaps Causes

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We need to know all the available resources for production

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We should also be aware of the workforce available

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Types of HPI interventions

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For the different HPI interventions, the effectiveness depends on the individual.

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The various types of HPI still have great impacts on performance improvement.

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Thinking through Intervention HPI design

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The HPI is a well structured system of identifying and dealing with problems accordingly.

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