ABSTRACT
This chapter explains the practical strategies for enacting the analyst role as performance consultants, line managers, trainers, or other workplace professionals. Human performance improvement (HPI) is data driven; therefore, the role of analyst is the most critical factor in the entire process. Each competency of the analyst role is linked to a number of outputs that generally represent the tangible outcomes or results that are produced when someone enacts the competencies. Taken together, the role, competencies, and work outputs of the analyst are the foundation upon which the human performance improvement model can stand. A number of potential sources of data can be drawn upon to gain insight and information to drive an analyst's performance improvement efforts. The analytical models used by HPI practitioners can be categorized in a number of ways. Some models are comprehensive and thus assume a high-level, holistic focus, such as analysis at the organizational level.
