Tying Training to Performance (Performance Consulting and HPT)

© Copyright Carter McNamara, MBA, PhD, Authenticity Consulting, LLC.

Sections of This Topic Include

Close Relationship Between Systematic Approaches to Training and Performance Management
Performance Consulting
Human Performance Technology (HPT)
Library's Blogs About Training and Development

Also see
Related Library Topics

Also See the Library's Blogs Related to Aligning Training and Performance (Performance Consulting and HPT)

In addition to the articles on this current page, also see the following blogs that have posts related to Tying Performance to Training. Scan down the blog's page to see various posts. Also see the section "Recent Blog Posts" in the sidebar of the blog or click on "next" near the bottom of a post in the blog. The blog also links to numerous free related resources.

Library's Career Management Blog
Library's Human Resources Blog
Library's Leadership Blog
Library's Supervision Blog
Library's Training and Development Blog


Close Relationship Between Systematic Approaches to Training and Performance Management

Readers who have read Performance Management: An Overview in this library will note the similarity between the processes of systematic training and performance management. The results from implementing the two processes are highly integrated as well. That's why if a supervisor uses good principles of performance management then training and development can be a straightforward activity which almost always contribute to the organization's bottom line.

The performance management process is repeated below from the library section, Performance Management. When reviewing the steps below, think of the word "domain" as applying to the employee being trained. Comments are added in italics. The words "employee" and "learner" are used interchangeably.

  1. Review organizational goals to associate preferred organizational results in terms of units of performance, that is, quantity, quality, cost or timeliness (note that the result itself is therefore a measure) - Reviewing these goals will prepare the supervisor and employee for soon ensuring that training produces useful results for the organization. Implementing a good training plan will produce results for the organization.
  2. Specify desired results for the domain -- as guidance, focus on results needed by other domains (e.g., products or services need by internal or external customers) - The training process should have specific learning goals to accomplish which, in turn, help the learner accomplish specific results.
  3. Ensure the domain's desired results directly contribute to the organization's result -- A good training plan must be geared to help the employee produce specific results, which in turn, directly contribute to results needed by the organization
  4. Weight, or prioritize, the domain's desired results - Knowing what range of results are needed from the employee and which are the most important, helps the supervisor and employee to pick what training is needed and when.
  5. Identify first-level measures to evaluate if and how well the domain's desired results were achieved - This refinement of expected results from the employee helps the supervisor and employee to ensure that training is highly focused on results for the employee -- and organization. this step is similar to setting standards against which the training will be evaluated
  6. Identify more specific measures for each first-level measure if necessary - This step is similar to setting up-front training goals in the training plan, and associating measures from which the effectiveness of training can later be evaluated.
  7. Identify standards for evaluating how well the desired results were achieved (e.g., "below expectations", "meets expectations" and "exceeds expectations")
  8. Document a performance plan -- including desired results, measures and standards - This is similar to developing the training plan, with preferred training goals and measures.
  9. Conduct ongoing observations and measurements to track performance - The training plan is implemented and includes ongoing evaluation before, during and after carrying out training methods.
  10. Exchange ongoing feedback about performance - Effective training requires ongoing feedback between learners and trainer.
  11. Conduct a performance appraisal (sometimes called performance review) - Effective training includes evaluation to judge the quality of the training itself and identify what results were achieved by learners.
  12. If performance meets the desired performance standard, then reward for performance (the nature of the reward depends on the domain) - Hopefully, the learning experience includes time to acknowledge successes and the trainers' and learners' roles in those successes.
  13. If performance does not meet performance standards, develop or update a performance development plan - A good training plan will include measures for noting changes in the employee's performance. If improvement is needed, a performance plan should be updated or started, and may include cause for more training. Likewise, the trainer should review results of learners' evaluations to improve the quality of his or her training design.

Performance Consulting

Performance consulting is relatively recent field and refers to the (ideally) systematic activities to enhance the performance on individuals (and some would say teams), especially to enhance the performance of the overall organization. The activities often include systematic approaches to the design and implementation of training programs. Thus, performance consulting and training often are closely related and referred together in literature.

Performance Consulting ... What Is It?
Explaining What Performance Consulting is to Clients
Performance Consulting - a descriptive metaphor
Performance Consulting 2.0 -- What's the Same, What's Different?
Performance Consulting (Wikipedia)
Performance Improvement
The Best Performance Enhancer…

Human Performance Technology

Many people believe that traditional views of training, for example, to enhance learning (knowledge, skills and abilities of individuals) is not enough -- that training and learning must be more closely aligned to achieving the goals of the organization. Simply put, Human Performance Technology (HPT) uses instructional technologies to improve the performance of individuals, especially regarding organizational performance (effective and efficient achievement of organizational goals). HPT has developed numerous, often highly technical, theories, models and tools to enhance performance. Thus, the "technology" in HPT.

Human Performance Technology
Human Performance Technology: The End of an Era
HR Field Guide: 5 Tips To Effective Learning Management

Also see
Employee Performance Management
Group Performance Management
Organizational Performance Management

Also See the Library's Blogs Related to this Topic

In addition to the articles on this current page, also see the following blogs that have posts related to this topic. Scan down the blog's page to see various posts. Also see the section "Recent Blog Posts" in the sidebar of the blog or click on "next" near the bottom of a post in the blog. The blog also links to numerous free related resources.

Library's Career Management Blog
Library's Human Resources Blog
Library's Leadership Blog
Library's Supervision Blog
Library's Training and Development Blog

Go to main Training and Development page.


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For the Category of Training and Development:

To round out your knowledge of this Library topic, you may want to review some related topics, available from the link below. Each of the related topics includes free, online resources.

Also, scan the Recommended Books listed below. They have been selected for their relevance and highly practical nature.

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Basics and General Information

Leadership and Supervision in Business - Book Cover Field Guide to Leadership and Supervision in Business
by Carter McNamara, published by Authenticity Consulting, LLC. Provides step-by-step, highly practical guidelines to recruit, utilize and evaluate the best employees for your business. Includes guidelines to effectively lead yourself (as Board member or employee), other individuals, groups and organizations. Includes guidelines to avoid burnout -- a very common problem among employees of small businesses. Many materials in this Library's topic about staffing are adapted from this book.
Leadership and Supervision With Nonprofit Staff - Book Cover Field Guide to Leadership and Supervision With Nonprofit Staff
by Carter McNamara, published by Authenticity Consulting, LLC. Provides step-by-step, highly practical guidelines to recruit, utilize and evaluate the best staff members for your nonprofit. Includes guidelines to effectively lead yourself (as Board member or staff member), other individuals, groups and organizations. Includes guidelines to avoid burnout -- a very common problem among nonprofit staff. Many materials in this Library's topic about staffing are adapted from this book.

The following books are recommended because of their highly practical nature and often because they include a wide range of information about this Library topic. To get more information about each book, just click on the image of the book. Also, a "bubble" of information might be displayed. You can click on the title of the book in that bubble to get more information, too.



Orienting and Training Employees

The following books are recommended because of their highly practical nature and often because they include a wide range of information about this Library topic. To get more information about each book, just click on the image of the book. Also, a "bubble" of information might be displayed. You can click on the title of the book in that bubble to get more information, too.



Also See

Career Development -- Recommended Books

Coaching -- Recommended Books

Human Resources -- Recommended Books

Career Development -- Recommended Books

Interpersonal Skills -- Recommended Books

Personal Development -- Recommended Books

Personal Productivity -- Recommended Books

Time and Stress Management -- Recommended Books




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