1. Perspectives on Performance in
CHAPTER 8
Perspectives on Performance in
Human Resource
Development

2. Chapter Outline Chapter 8 – Perspectives on Performance in Human
Resource Development
Chapter Outline
• Introduction
• Organizational Effectiveness as a Precursor to Performance
• Disciplinary Perspectives on Performance
• Financial Performance
• Multilevel Performance Models
• Process and Team Level Performance
• Individual-Level Performance Models
• The Spoils of Performance
• Conclusion
• Reflection Questions

3. Financial Performance
• Units of Performance
• Swanson's
Financial Benefit Analysis
• Fitz-enz's
ROI of Human Capital
Performance Value (performance value resulting from the HRD intervention)
- Cost (cost of the HRD intervention)
Benefit (benefit is the performance value minus the cost)

4. Multilevel Performance Models • Brache's- Holistic Enterprise Health
• Rummler & Brache’s- Performance Improvement Model
• Swanson’s- Performance Diagnosis Process and Matrix
• Cumings & Worley's- Organization Development Performance Model
• Holton’s- Integrated Taxonomy of Performance Domains

5. Process and Team-Level Performance Models

6. Individual-Level Performance Models
• Campbell’s Model of Individual Performance
• Gilbert’s Human Performance Engineering Model

7. The Spoils of Performance

8. Chapter 8 - Reflection Questions
Which performance model do you think best represents performance constructs of concern to HRD? Explain why.
2. What are the implications of multilevel, multiattribute performance models for HRD practice?
3. Do performance models enhance or diminish the value of learning in organizations?
4. Performance models are often seen as useful to management, but not a tool to benefit employees. Which is your position on this?
How can HRD lead change in each of the performance variables?
What do you believe is the future of performance-oriented HRD and why?