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Performance Information Systems

Integrated performance information systems that reduce the cost of human resources, training and work management are a key enabling technology Daniel Follette, Inc. has developed to help companies improve processes and employee performance.

Performance management
Using new, behavior-based work processes and software, companies can define, consolidate and communicate information about work performance to manage more effectively.

Collectively called performance information systems, these tools manage job tasks and work allocation, work processes and employee skills and competencies in much the same way as enterprise resource planning (ERP) systems like SAP unify and mine financial and production data. These systems can make work more efficient, more reliable, more enjoyable and less costly.

PERFORMANCE INFORMATION SYSTEM MODEL. Click on image to see larger version.
   Performance information systems can help
Performance information systems provide critical support for operations and strategic human resources decisions. Applications include:

  •   establish very clear work expectations
  •   define best practices
  •   allocate work in more efficient ways
  •   implement performance improvement techniques such as multi-skilling
      and skill-based pay
  •   bring training into complete alignment with company direction
  •   improve the focus of training and reduce the cost of training delivery
  •   perform ROI analyses on human resource initiatives and training
  •   preserve core competencies when companies must downsize
  •   replicate business units at a much lower cost as companies expand
  •   eliminate redundancy between training, procedures development,
      safety assessment, performance reviews and process redesign
  •   provide performance support when—and in the form—it is needed
  •   carry out fair, comprehensive performance evaluations
  •   create greater differentiation from the competition

Better definitions of what we manage produce better management
Behavioral analysis is the engine that drives performance improvement. Behavioral analysis represents a simple but profound shift in thinking: It looks at work in terms of outcomes rather than activities. And it explicitly defines the processes by which those outcomes are achieved. Descriptions of work that are observable and measurable are the core of behavioral analysis.
The importance of behavior-based definitions and the analytic methods are explained in more detail in the behavioral analysis section of this site. The work processes and software that make these analyses possible are described in corresponding sections.

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case studies
> Selected cases

> White papers
> Managing

> Resources

> Representative

performance information system topics
> Behavioral analysis
> Skill-based pay
   and multiskilling

> Competencies
> Procedures mgt.
> Strategic training
> SkillForge™