Performance Improvement

O B J E C T I V E S

The ultimate goal is to upgrade work team skills, to be capable to offer unique
services to organization’s customers that meet and exceed their expectations.

A C T I O N S

• Relationship to other goals

1. To help staff to meet their personal needs.

2. To cope with organization’s mission.

3. To face the changing market needs.

4. Set high-level timed and measured goals

5. To implement a schedule for development

6. To measure the performance of related skills.

• What happened to the word training?

– All we hear anymore is “learning”… E. Learning, learning portals, chief learning officer, learning centers, open learning center etc.

– Is this just a word for these days use, or is there more to it?

– There is a big difference between training and learning, because, it’s easy to hold a training class where the participants don’t learn a thing.

• Training is not learnin

– Learning is a process, not an event. It occurs over time and with experience.

– Training is an event that occurs to facilitate the learning process.

– Learning occurs when individual behavior has changed.

– Training is a small part of the learning process.

– Trainers facilitate learning! In other words, they teach, or train, or educate, or coach.

– The outcome is helping others to learn.

– Improving Performance is at the top of our list.

•  W H A T   I S   H P I ?

Human Performance Improvement is the systematic process of discovering and analyzing important human performance gaps, planning for future improvements in human performance, designing and developing cost-effective and ethically justifiable interventions to close performance gaps. Implementing the interventions and evaluating the financial results.

• PI is proportional to ROI

Return on Investment is proportional to Performance Improvement of the workforce.
·
Human Performance Improvement is the systematic process of:

• Discovering and analyzing important human performance gaps.
• Planning for future improvements.
• Designing and developing cost-effective actions.
• Designing and developing ethically justifiable interventions.
• Close performance gaps,
• Implementing the interventions, and
• Evaluating the financial results.

P E R F O R M A N C E ..!

It is the implementation (doing, functioning, ..) of pre-set requirements. This needs:

• Knowledge, and
• Experienc

In other words

• Classroom Learning, and
• Practical and /or OJT

In other words

• Theory, and
• Practice in real life

M E T H O D O L O G Y

By definition; “HPI is discovering and analyzing important human performance gaps and planning for future improvements.

• DISCOVER THE GAPS

– The implementation fold

– In-field Competency measure.

– The use of forms and documentation supplied in class room training sessions

– Internal & external customers input

– 360^o appraisal

– The theoretical knowledge fold

– Measure technical knowledge of product or service he/she offers by

– Written evaluation exercises.

– Distinguish individuals real needs.

– Percentage of gain through training courses

– Self learning material covered in the past

– On line, CDs, booklets, VT, etc.

• PLAN SUITABLE LEARNING SYSTEM /S.

* Matching the In-field Competency measure results with suitable;

= Training courses.

– Create a theoretical knowledge training plan.

– Pre and Post test for each course.

– Percentage of gain through training courses should be calculated
for each course and each participant

= Coaching sessions.

= Self learning material

= Share in role-play sessions

* Establish follow-up and control system

* Supply training session’s participants with forms and documentation that should be filled and used in real life. This should be checked periodically by: Management and Training department.

R E S O U R C E S

• People; who will do what.
• Support & Services

– Consultants

– Training libraries

– On-Line courses

-Open Learning Centers.

• Equipment

– Projectors,

– Videos,

– DVDs & CDs

– W. Boards, Flip charts, Stationeries, ..etc.

• Locations & Timing: Should be specified