Performance Improvement Vs. Training
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The document discusses personnel development plans and human performance improvement. It aims to upgrade sales team skills to better serve customers. Actions include helping staff meet personal and company goals by implementing scheduled, timed, and measured development goals. Training facilitates learning, and performance is the top priority. Human performance improvement systematically discovers, analyzes, and plans to close important performance gaps through cost-effective interventions and evaluations. Return on investment is proportional to performance improvement. The methodology discovers gaps then plans suitable learning systems. Gaps are discovered through competency measures, customer input, and knowledge evaluations. Future improvements are planned by addressing gaps with training, coaching, self-learning materials, and role plays.
Performance Improvement Vs. Training
- 1. Performance Improvement Personnel Development Plans
- 2. O B J E C T I V E S The Ultimate goal To upgrade the skills of sales team, to be capable to offer a unique services to our customers that meet and exceed their expectations.
- 3. A C T I O N S Relationship to other goals To help staff to meet their personal needs. To cope with company mission and the changing market needs. Setting high-level timed and measured goals To implement a schedule for development To measure the performance of related skills.
- 4. 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.
- 5. Training is not learning… 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 organization. Trainers facilitate learning! In other words, they teach, or train, or educate, or coach. The outcome is helping others to learn. Performance is at the top of our list.
- 6. W H A T I S H P I ? H I P Human Performance Improvement
- 7. H uman P erformance I mprovement 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 . ROI PI Return On Investment is proportional to Performance Improvement
- 8. PERFORMANCE..! It is the implementation (doing, functioning, ..) of pre-set requirements. This needs: Knowledge, and Experience In other words Classroom Training, and Practical and /or OJT In other words Theory, and Practice in real life It is two folds process
- 9. METHODOLOGY By definition HPI is discovering and analyzing important human performance gaps and planning for future improvements . Discover the GAPS Then Plan suitable learning system /s.
- 10. DISCOVER THE GAPS First, 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
- 11. DISCOVER THE GAPS Second, The theoretical knowledge fold Measure technical knowledge of product or service he/she offers by Written evaluation exercises. Percentage of gain through training courses Self learning material covered in the past On line, CDs, booklets, VT, etc.
- 12. OVERCOMING THE IMPLEMENTATION GAP Matching the In-field Competency measure results with suitable; Training courses. Coaching sessions. Self learning material Share in role-play sessions Supply training sessions participants with forms and documentation that should be filled and used in real life. This should be checked periodically by: Management and Training department
- 13. OVERCOMING THE KNOWLEDGE GAP The situation now Conducting a written Knowledge Evaluation Exercise for all related personnel. Self learning material. Distinguish individuals real needs. Distribute related CDs, booklets, VT, etc. Establish follow-up and control system 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
- 14. Planning Future Improvement Related learning topics can be sorted under few main categories … … … N O W … Check for …
- 15. RESOURCES People Who will do what Support & Services Consultants Training libraries On-Line courses They are all supporting resources They will offer material to read and study
- 16. RESOURCES Equipment Projectors, Videos, Stationeries … Locations Class, laboratory, on-site, on-job, …