An important part of the performance management process involves a manager and employee together identifying and problem solving to deal with any obstacles that stand in the way of top performance.  Examples of obstacles could include lack of proper training, lack of resources or equipment, communication barriers or need for further skill development. 

This past weekend, I had the opportunity to attend part of the International Society for Performance Improvement annual conference  https://crm.hr.com//en?i=1116423256281&s=&t=/Default/openExternalURL&url=aHR0cDovL3d3dy5pc3BpLm9yZy8%3D".  The Human Performance Technology Model utilized by Certified Performance Technologists http://www.certifiedpt.org/  ensures that performance and performance improvement interventions are approached in a holistic fashion.  Conducting a performance analysis using this framework includes completion of an organizational analysis, environmental analysis and gap analysis (between desired workforce performance and actual workforce performance).  All the information gathered during this process is then used to help correctly identify the reasons behind less than optimum performance.  Once the cause or causes are correctly identified, then an appropriate intervention can be chosen and implemented.   Interventions are not always related to human capital management as they may be related to equipment or processes, however, with the increased need for organizations to more closely link learning and performance and an increasing focus on achieving top performance, this framework can be a valuable resource.