Behavior Engineering Model for Performance Evaluation

Have you ever found yourself in a situation where you provided training to folks in your organization only to realize after a period of time, there was no discernible change in the way they performed their job?  In other words, you felt like the training you just provided was a waste of not only your time but theirs as well.  Why do you think that is?  Could it be the behavior you were hoping to improve was not the real cause for degraded work performance?  Could it be the employees don’t have the correct procedures?  Perhaps you got information that pointed to wrong assumptions about incentives, outcomes or motivators?

Thomas Gilbert’s Behavior Engineering Model (BEM) is one method we can use to determine if the focus of our training was on job related performance.    The BEM is presented in Gilbert’sHuman Competence: Engineering Worthy Performance (Gilbert, 1978, p. 88).  The BEM is a simple analysis tool that evaluates the organization and employee’s work environment to provide a way to assess and identify barriers to individual and organizational performance.

Speaker:  Ann Rush

During this 90-minute session, you will learn:

• The purpose of the Behavior Engineering Model (BEM)
• The three elements evaluated to reveal potential issues with the work environment: Information, Instrumentation and Motivation.
• The three elements evaluated to reveal potential issues with employee’s behavior at work: Knowledge, Capacity and Motives.
• How to apply the BEM in your work environment
• How to work with your organization’s leadership to address deficiencies revealed

This interactive session will foster open discussion and exercises to reinforce the concepts that will be presented.  The ultimate goal is for the attendees to learn the BEM so that they can apply it in their work environments and focus on the appropriate barriers to improve or optimize employee work performance.