A Suggested Evolution of the Gilbert, Rummler, and Binder Frameworks for Major Performance Improvement and Worthy Performance Accomplishment

Kaufman, Roger

doi:10.1002/pfi.21883

Cited by 3 publications

(1 citation statement)

References 11 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…2012; Bernardez, 2018). By planning, developing, implementing, and evaluating, using evidence‐based objectives, one may provide estimates for what meeting the needs of organizations and even communities (Kaufman, 2019) would cost and what payoffs might be delivered. 2020 are also looking at what they call “nanoeconomics” to include the Mega, Macro, and Micro levels while getting into fine‐grained needs assessments and associated planning.…”

Section: Figurementioning

confidence: 99%

The Journey to the Future of Social, Organizational, and Individual Performance: A Migration From How to What to Why

Kaufman¹

2020

Perf. Improv.

Self Cite

View full text Add to dashboard Cite

Section: Figurementioning

confidence: 99%

The Journey to the Future of Social, Organizational, and Individual Performance: A Migration From How to What to Why

Kaufman¹

2020

Perf. Improv.

Self Cite

View full text Add to dashboard Cite

Making Evaluation Less Complex

Kaufman¹

2020

Perf. Improv.

Self Cite

View full text Add to dashboard Cite

Evaluation is essential. If you do not evaluate you are “flying blind” because you do not know what to stop, what to modify, and what to continue. There is no shortage of evaluation models, frameworks, and approaches. Most are well intended while being complex to use. Additionally, most are stand‐alone and not linked to needs assessment data. This article suggests that if you do needs assessments using “need” as a gap in results, and apply at all three levels of organizational elements, a basic evaluation will provide clear and precise evaluation results.

show abstract

Integrating Organizational Values With Workplace Performance

Beaver

Baker

Binder³

2020

Cases on Performance Improvement Innovation

View full text Add to dashboard Cite

With an end goal to build and maintain a new workplace culture to support workplace performance, the central human resources shared services group for a large university initiated a pilot project to improve the performance of their processes, systems, and its human resources. Through the guidance of a performance improvement professional facilitator, the central group consulted various cultural models and change management methods to identify a pilot project. The implementation of a multilevel change methodology for performance improvement was applied to the work performed by the human resources information services (HRIS) group. Using their newly defined mission, vision, and values statements as a guide, the central human resources shared services group piloted one project with the subgroup then moved onto others. This case study focuses on the pilot project within the human resources information services (HRIS) group, the work of the performance improvement facilitator and the group's members, and the outcomes of their efforts.

show abstract

A Suggested Evolution of the Gilbert, Rummler, and Binder Frameworks for Major Performance Improvement and Worthy Performance Accomplishment

Cited by 3 publications

References 11 publications

The Journey to the Future of Social, Organizational, and Individual Performance: A Migration From How to What to Why

The Journey to the Future of Social, Organizational, and Individual Performance: A Migration From How to What to Why

Making Evaluation Less Complex

Integrating Organizational Values With Workplace Performance

Contact Info

Product

Resources

About