Performance Improvement Vs. Training

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Performance Improvement Vs. Training

  1. 1. Performance Improvement Personnel Development Plans
  2. 2. O B J E C T I V E S <ul><li>The Ultimate goal </li></ul><ul><ul><li>To upgrade the skills of sales team, to be capable to offer a unique services to our customers that meet and exceed their expectations. </li></ul></ul>
  3. 3. A C T I O N S <ul><li>Relationship to other goals </li></ul><ul><ul><li>To help staff to meet their personal needs. </li></ul></ul><ul><ul><li>To cope with company mission and the changing market needs. </li></ul></ul><ul><li>Setting high-level timed and measured goals </li></ul><ul><ul><li>To implement a schedule for development </li></ul></ul><ul><ul><li>To measure the performance of related skills. </li></ul></ul>
  4. 4. What happened to the word training? <ul><li>All we hear anymore is &quot;learning&quot; - - - </li></ul><ul><ul><li>E. Learning, learning portals, chief learning officer, learning centers, open learning center etc. </li></ul></ul><ul><li>Is this just a word for these days use, or is there more to it? </li></ul><ul><li>There is a big difference between training and learning, because </li></ul><ul><ul><li>It's easy to hold a training class where the participants don't learn a thing. </li></ul></ul>
  5. 5. Training is not learning… <ul><li>Learning is a process, not an event. It occurs over time and with experience. </li></ul><ul><li>Training is an event that occurs to facilitate the learning process. </li></ul><ul><li>Learning occurs when individual behavior has changed. </li></ul><ul><li>Training is a small part of the learning organization. </li></ul><ul><li>Trainers facilitate learning! In other words, they teach, or train, or educate, or coach. </li></ul><ul><li>The outcome is helping others to learn. </li></ul><ul><li>Performance is at the top of our list. </li></ul>
  6. 6. W H A T I S H P I ? H I P Human Performance Improvement
  7. 7. H uman P erformance I mprovement <ul><li>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 . </li></ul><ul><li>ROI  PI </li></ul><ul><ul><li>Return On Investment is proportional to Performance Improvement </li></ul></ul>
  8. 8. PERFORMANCE..! <ul><li>It is the implementation (doing, functioning, ..) of pre-set requirements. </li></ul><ul><li>This needs: </li></ul><ul><ul><li>Knowledge, and </li></ul></ul><ul><ul><li>Experience </li></ul></ul><ul><li>In other words </li></ul><ul><ul><li>Classroom Training, and </li></ul></ul><ul><ul><li>Practical and /or OJT </li></ul></ul><ul><li>In other words </li></ul><ul><ul><li>Theory, and </li></ul></ul><ul><ul><li>Practice in real life </li></ul></ul>It is two folds process
  9. 9. METHODOLOGY <ul><li>By definition </li></ul><ul><ul><li>HPI is discovering and analyzing important human performance gaps and planning for future improvements . </li></ul></ul><ul><li>Discover the GAPS </li></ul><ul><ul><li>Then </li></ul></ul><ul><li>Plan suitable learning system /s. </li></ul>
  10. 10. DISCOVER THE GAPS <ul><li>First, The implementation fold </li></ul><ul><ul><li>In-field Competency measure. </li></ul></ul><ul><ul><li>The use of forms and documentation supplied in class room training sessions </li></ul></ul><ul><ul><li>Internal & external customers input </li></ul></ul><ul><ul><li>360 o appraisal </li></ul></ul>
  11. 11. DISCOVER THE GAPS <ul><li>Second, The theoretical knowledge fold </li></ul><ul><ul><li>Measure technical knowledge of product or service he/she offers by </li></ul></ul><ul><ul><ul><li>Written evaluation exercises. </li></ul></ul></ul><ul><ul><ul><li>Percentage of gain through training courses </li></ul></ul></ul><ul><ul><ul><li>Self learning material covered in the past </li></ul></ul></ul><ul><ul><ul><ul><li>On line, CDs, booklets, VT, etc. </li></ul></ul></ul></ul>
  12. 12. OVERCOMING THE IMPLEMENTATION GAP <ul><li>Matching the In-field Competency measure results with suitable; </li></ul><ul><ul><li>Training courses. </li></ul></ul><ul><ul><li>Coaching sessions. </li></ul></ul><ul><ul><li>Self learning material </li></ul></ul><ul><ul><li>Share in role-play sessions </li></ul></ul><ul><li>Supply training sessions participants with forms and documentation that should be filled and used in real life. </li></ul><ul><ul><li>This should be checked periodically by: </li></ul></ul><ul><ul><ul><li>Management and </li></ul></ul></ul><ul><ul><ul><li>Training department </li></ul></ul></ul>
  13. 13. OVERCOMING THE KNOWLEDGE GAP <ul><li>The situation now </li></ul><ul><ul><li>Conducting a written Knowledge Evaluation Exercise for all related personnel. </li></ul></ul><ul><li>Self learning material. </li></ul><ul><ul><li>Distinguish individuals real needs. </li></ul></ul><ul><ul><li>Distribute related CDs, booklets, VT, etc. </li></ul></ul><ul><ul><li>Establish follow-up and control system </li></ul></ul><ul><li>Create a theoretical knowledge training plan </li></ul><ul><ul><li>Pre and Post test for each course. </li></ul></ul><ul><ul><li>Percentage of gain through training courses should be calculated for each course and each participant </li></ul></ul>
  14. 14. Planning Future Improvement <ul><li>Related learning topics can be sorted under few main categories </li></ul><ul><ul><li>… </li></ul></ul><ul><ul><li>… </li></ul></ul><ul><ul><li>… </li></ul></ul><ul><li>N O W … </li></ul><ul><ul><li>Check for … </li></ul></ul>
  15. 15. RESOURCES <ul><li>People </li></ul><ul><ul><li>Who will do what </li></ul></ul><ul><li>Support & Services </li></ul><ul><ul><li>Consultants </li></ul></ul><ul><ul><li>Training libraries </li></ul></ul><ul><ul><li>On-Line courses </li></ul></ul><ul><ul><ul><li>They are all supporting resources </li></ul></ul></ul><ul><ul><ul><li>They will offer material to read and study </li></ul></ul></ul>
  16. 16. RESOURCES <ul><li>Equipment </li></ul><ul><ul><li>Projectors, Videos, Stationeries … </li></ul></ul><ul><li>Locations </li></ul><ul><ul><li>Class, laboratory, on-site, on-job, … </li></ul></ul>

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