ISPI Performance Improvement

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In reviewing the ISPI Performance Improvement/HPT Model and the ASTD Performance Improvement Model, there are both strengths and weaknesses to each model. Looking at the ISPI Performance Improvement/HPT Model, the model is utilized as a tool for enhancing workplace performance. The model is organized in “systems-based phases” (Van Tiem, Moseley, & Dessinger, 2012), and grounded in evidence-based approach (Van Tiem, Moseley, & Dessinger, 2012). The different phases consist of performance analysis, intervention selection, design, development, intervention implementation and maintenance, and evaluation (Van Tiem, Moseley, & Dessinger, 2012). The HPT Model underscores the function change management plays throughout the various phases of performance improvement. Through the HPT Model, performance issues can be perceived as opportunities or potential problems (Van Tiem, Moseley, & Dessinger, 2012). Some of the strengths of the HPT model are that it is responsive, adaptable, and focused on accountability and integrity (Van Tiem, Moseley, & Dessinger, 2012). It provides a holistic view of how to accomplish performance improvement…show more content…
With the ASTD Performance Improvement Model, there are distinct elements such as linking organizational goals to human performance, framing a strategy for discovering and addressing performance gaps, and depicting a process for evaluating the impact of performance improvement solutions. A major strength of the ASTD Performance Improvement Model is that it provides a more simplistic view of the performance improvement process. The model is designed so that not only a performance improvement practitioner can review and understand the elements of the model, but also other individuals within an organization can understand its purpose and

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