Performance improvement is measuring the output of a particular business process or procedure, then modifying processes or procedures to increase output, improve efficiency, or improve the effectiveness of processes or procedures. Performance improvements can be applied either to individual performance such as athletes or organizational performance such as racing teams or commercial businesses.
In organizational development, performance improvement is an organizational change in which managers and organizations governing organizations place and manage programs that measure the current level of organizational performance and then generate ideas to modify organizational behavior and infrastructure put in place to achieve higher yields. The main objective of organizational improvement is to improve organizational effectiveness and efficiency to improve the organization's ability to deliver goods and or services. The third area that is sometimes targeted for improvement is the organization's effectiveness, which involves setting the organization's goals and objectives.
Increased performance at the operational or individual level of employees usually involves processes such as statistical quality control. At the organizational level, performance improvement typically involves a softer form of measurement such as a customer satisfaction survey used to obtain qualitative information about performance from the customer's point of view.
The United States Coast Guard has published the Performance Improvement Guide (PIG), which describes the various processes and tools for performance management at the individual and organizational levels.
Performance is a measure of the results achieved. Performance efficiency is the ratio between the effort spent and the results achieved. The difference between the current performance and theoretical performance limit is the performance improvement zone.
Another way to think about performance improvement is to see it as an improvement in four potential areas. The first is the resource input requirement (eg, reduced working capital, material, reimbursement or reorder time, and regulatory requirements). Second, is the THROUGHPUT requirement, often seen as process efficiency; This is measured in terms of time, waste, and resource utilization. Third, OUTPUT requirements, often viewed from the perspective of cost/price, quality, function. Fourth, the OUTCOME requirements, whether it ultimately makes a difference.
Performance is an abstract concept and must be represented by a concrete and measurable phenomenon or event that must be measured. Appearance of an abstract baseball athlete covering various types of activities. Batting average is a concrete measure of certain performance attributes for specific game roles, batting, for baseball games.
Performance assumes such actors but actors can be individuals or groups of people acting together. Performance platform is the infrastructure or device used in performance actions.
There are two main ways to improve performance: increasing attributes measured using performance platforms more effectively, or by increasing measurable attributes by modifying performance platforms, which in turn allows certain usage levels to be more effective in generating desired ones. output.
For example, in some sports such as tennis and golf, there is an increase in technology in the equipment used in this sport. The improved apparatus in turn allows players to achieve better performance without skill enhancement by purchasing new equipment. Equipment, golf clubs and golf balls or tennis racquets, provide players with higher theoretical performance limits.
Video Performance improvement
Science: Behavior modification
In his study of innate human needs, renowned psychologist Abraham Maslow in his concept of the hierarchy of needs identified social reward and fulfillment, compiled by recognition by family and peers, as a basic human need, and can therefore be linked to structured programs that improve performance. Abraham Maslow, on the psychology of "Third Force", combines aspects of behavioral, cognitive, and emotional psychology, and explains the cultural and societal influences on behavior.
Maps Performance improvement
Company or commercial
In business, human performance in sales, operations and employee engagement can be enhanced through psychologically beneficial experiences "that can trigger a number of intrinsic human emotions and behaviors as identified by Maslow.Including rewards in performance improvement solutions is a proven strategy involving employees and aligning them with the aim of the company, the rewards can be either cash or non-cash, both of which stimulate human behavior. The addition of non-cash awards to the total gift package creates a unique way to unlock the potential for performance of people as it separates gifts from those used as or perceived as ordinary salary income. non-cash breaks through chaos to motivate higher achievements and encourage greater investment profits.Cash as a gift can also be spent on everyday items such as food or gas and not create "psychological rewards" ng increase to get special items, or points to get the goods. By connecting with all levels of the organization, a complete reward package can strengthen performance across the organization and bring personal goals into alignment with organizational goals. "A reward program that supports increased sales and operations can be paid effectively from increased revenue or earnings flowing from the program, and without spending to appreciate your current level.
There is substantial evidence that prize money is not effective outside a very good working context. In some cases, monetary incentive plans can degrade employee morale, as in the Microsoft heap ranking system, where the total number of prizes is set and the employee is assessed on artificially installed distributions.
Level
Performance improvements can occur at different levels:
- individual players
- team
- organizational unit
- the organization itself
Cycle
Management and business performance improvements can be considered as cycles:
- Performance planning where goals and goals are set
- Performance coaching when a manager intervenes to provide feedback and adjust performance
- A performance assessment in which individual performance is officially documented and feedback submitted
See also
- Collaborative methods
- Experiments
- Benefits
- Employee development
- Input
- Technology human performance
- Performance engineering
- Performance measurements
- Personal development
- Operations research/management science, Industrial engineering
References
External links
- International City/District Management Association - Performance Measurement Center/.
- How to Respond.
- Carnegie Mellon Software Engineering Institute CMMI.
- Office of Personnel Management.
- Creating a Performance Improvement Culture
- The International Society for Performance Improvement.
- Improve the performance of a function in ICT.
- Featured Team Improvement Program.
Source of the article : Wikipedia
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