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Performance Performance ImprovementImprovement

PersonnelPersonnelDevelopment PlansDevelopment Plans

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O B J E C T I V E SO 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.

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A C T I O N SA 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.

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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.

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Training is not learning…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.

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W H A T I S H P I ?W H A T I S H P I ?

HH

II

PP

HumanHuman

PerformancePerformance

ImprovementImprovement

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HHuman uman PPerformance erformance IImprovementmprovement

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

PerformancePerformance Improvement

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PERFORMANCE..!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 lifeIt

is tw

o fol

ds pro

cess

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METHODOLOGYMETHODOLOGY

By definition– HPI is discovering and analyzing

important human performance gapsgaps and planning for future improvementsimprovements.

Discover the GAPS– Then

Plan suitable learning system /s.

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DISCOVER THE GAPSDISCOVER 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– 360o appraisal

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DISCOVER THE GAPSDISCOVER 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.

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OVERCOMING THE IMPLEMENTATION GAPOVERCOMING 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

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OVERCOMING THE KNOWLEDGE GAPOVERCOMING 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

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Planning Future ImprovementPlanning Future Improvement

Related learning topics can be sorted under few main categories– …– …– …

N O W …N O W …– Check for …Check for …

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RESOURCESRESOURCES

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

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RESOURCESRESOURCES

Equipment– Projectors, Videos, Stationeries …

Locations– Class, laboratory, on-site, on-job, …