Topics and Notes
Unfortunately, with the start of the academic semester and an uptick in my consulting business, I am unable to continue to provide extensive notes. I actually purchased the printed TD Book of Knowledge to continue studying while I am on the treadmill. Providing comprehensive notes is a bit of a challenge. So I will only be providing during the final 10 days of my study journey some quick key takeaways and links to articles. If I get time, I will return to the notes and update these blogs.
- 3.5.A Skill in designing and implementing performance support systems and tools, for example instructional resources, data, process models, job aids, and expert advice.
- 3.5.B Skill in designing and developing performance improvement solutions to address performance gaps.
- 3.5.C Skill in conducting performance analysis to identify goals, gaps, or opportunities.
Some key points:
To design effective support for learners, TD professionals should think about it from the learner’s perspective, consider the physical environment, and make it easy to access.
From this article: www.td.org/insights/why-performance-improvement-is-essential
ATD Research recently surveyed 649 talent development professionals about their organization’s use of performance improvement. The findings are published in ATD’s new research report Organizational Performance Improvement: Methods and Skills to Drive Business Results, sponsored by Allego. The findings below are based on the 229 participants whose organizations have performance improvement processes in place.
FindingsThe top benefit respondents have seen from the performance improvement process is improved employee productivity, as 58 percent of respondents cited this as a result their organization has experienced. Other benefits include improved quality or reduced errors (55 percent), improved employee satisfaction (52 percent), and reduced re-work or duplication of effort (50 percent).
Recommendations
- Partner with leaders
- Concentrate on business priorities
- Frame conversations around desired results, not solutions
What is HPI?
The HPI process helps you to articulate your business goals, link these goals to human performance, diagnose the current state of performance in the organization, find the root causes for performance deficiencies, implement solutions, and evaluate their results.
Focus on intrinsic and extrinsic motivators when implementing change
Use a variety of tools to measure and engage workers, including apps, interactive PDFs, etc.
Organizational learning is a key factor
