Taking a Human Performance Improvement Approach to Learning and Communication
Length: 3 days.
Note: This course can be adjusted for a webcast format.
About this Certificate Program: Human Performance Improvement (HPI)
explores how to engineer results: results that lead to stronger organizations, more effective
policies and, most significantly, more satisfied people who are able to better accomplish
their goals. Human performance technologies are methods for identifying and addressing
situations in which individuals, groups and organizations do not function at their full
potential. But rather than hardware or software, most of these technologies are "think-ware;"
that is, processes and strategies for identifying needs, facilitating changes, and assessing
the extent to which those changes have brought about the intended results.
This certificate shows you how to identify and address the human performance
issues underlying challenges that are usually considered “fixable” through training
(even though that’s often not the case). After explaining what HPI is, this certificate
program explores how to define and analyze problems of human performance,
define and analyze the gap between desired and actual performance, suggest
a series of inter-related interventions that might address the gap
(such as training, incentives, and reminders), and evaluate the extent to
which the intervention achieved the desired performance goal.
At the end of this program, students are eligible for a certificate of completion.
Who Should Attend: Learning professionals in any role and of any experience
level who seek to better align their work with the needs of the organizations they serve.
This includes learning professionals who are seeking to significantly
professionalize their work, those who are not familiar with the human
performance improvement approach, and those who have no formal training in it.
What You Will Learn:
Main Objective: To achieve tangible results in the design
of interventions for human resource development through the use of a human performance improvement approach.
Supporting Objectives: To accomplish the main objective, you should be able to:
- Define the terms human performance improvement and human performance technology.
- Describe applications of human performance improvement in workplace settings
.
- Given a performance problem, conduct a needs assessment that addresses the issues raised
by the problem and identifies the performance gap that the solution must address
- Given the results of a needs assessment for a given performance problem, develop requirements for the solution that include:
- Objectives that address the identified needs
- A comprehensive evaluation that assesses whether the objectives have been met
- Given a performance problem, and the objectives and
evaluation for a solution, prepare a high-level design for the solution.
- Describe the campaign-like nature of performance improvement.
- Describe the process for developing expertise in individuals.
- Identify the components of the solution to improve performance.
- Explain how the components interact with one another.
- For each component, choose an appropriate form for the intervention, such
as personnel development, performance support, job aids, and learning programs
- Given a component and its form, determine the communications medium to use
- Given a drafted performance improvement program, conduct a formative evaluation.
- Assess the technical accuracy of the content
- Assess the editorial accuracy of the content
- Assess the likelihood that the intervention will achieve its intended objectives
- Suggest specific actions that increase the likelihood that the intervention will be successful
- Describe the consulting-like nature of the human performance improvement work, and their practical implications.
- Describe the challenges of selling human performance improvement services within an organization.
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Agenda
Day One
About human performance improvement
Some basic definitions
How the concept emerged
HPI success stories
The core components of human performance improvement
The different levels within an organization at which to explore human performance improvement
Differentiating between activity and results
Approaching challenges with “no pre-conceived notions”
Assessing human performance problems
What a needs assessment is
An overview of the needs assessment process
Verifying the assignment
Identifying the business need
Defining the gap between ideal and actual performance
Identifying tasks in ideal and actual performance
Collecting information about causes for the gap
Describing the performers
Describing the environment
Describing other constraints affecting the solution
Practice: Planning a needs assessment
Day Two
Conducting a credible needs assessment
Means of collecting data
Means of analyzing data
Ensuring the credibility of data
Dealing with less-than-ideal circumstances for conducting a needs assessment
Practice: Planning a needs assessment (part two)
Defining the requirements
Setting a business objective
Setting performance objectives
Developing summative evaluation instruments
Defining summative evaluation
Assessing satisfaction
Assessing performance
Assessing transfer
Assessing impact
Other types of assessments
Practice: Setting requirements
Developing a high-level solution
The campaign-like nature of performance improvement.
The process for developing expertise in individuals.
25 interventions for building and maintaining performance—and when to use each
Linking components in a campaign
Describing the components so others can knowledgeably build them
Practice: Preparing a high-level design
Day Three
Conducting a formative evaluation
What is formative evaluation (and how does it differ from the evaluation described earlier?)
Assessing the technical accuracy of the content
Assessing the editorial accuracy of the content
Assessing the likelihood that the intervention will achieve its intended objectives
Suggesting specific actions that increase the likelihood that the intervention will be successful < br>
Practice: Conducting a formative evaluation
Other issues in human performance improvement
Door knockers: Handling real-world challenges in HPI
The consulting-like nature of human performance improvement and its practical implications
Selling human performance improvement services within an organization
Wrap-up
Lessons learned from the program
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To schedule a seminar or request more information:
Please contact me.
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(c) Copyright. Saul Carliner. 1998-2007. All rights reserved.