Beyond Transfer of Training Engaging Systems to Improve Performance

Author: Mary L. Broad
Publisher: Pfeiffer
ISBN: 9780787977481
Published In: September 2005
Format: Hardback , 288 pages
Jurisdiction: International ? Disclaimer:
Countri(es) stated herein are used as reference only

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Did you know that an average of only 10%-20% of training resulted in changing or enhancing an employee s performance on the job. So, why train? Picking up where her first book, the landmark Transfer of Training, left off (and retaining some of the most salient sections and strategies), this completely updated take on the topic shows trainers and performance professionals how to:

Gain and maintain effective performance in complex systems.
Find and engage clients and stakeholders in transfer of learning efforts.
Support transfer of learning in E-environments.
Evaluate the success transfer of learning interventions.

Order your copy of this essential guide today!

List of Figures, Exhibits, and Tables.

Preface.

PART 1: ESTABLISHING THE FOUNDATION FOR PERFORMANCE IMPROVEMENT IN COMPLEX SYSTEMS.

1. Organizations as Complex Systems.

Living and Working in Complex Systems.

Moderately Complex Systems.

Highly Complex Systems.

Summary of This Chapter.

Suggestions for Further Reading.

2. Stakeholders and Support for Performance.

Performance and Performers.

Stakeholders in Performance.

Organizational Factors That Support Performance in Complex Systems.

Summary of This Chapter.

Suggestions for Further Reading.

3. The Performance Consultant.

The Role of the Performance Consultant.

The Human Performance Technology (HPT) Process.

Organizations as Complex Systems.

Partnering and Consulting with Other Stakeholders.

Summary of This Chapter.

Suggestions for Further Reading.

PART 2: TOOLS FOR STAKEHOLDERS TO IMPROVE PERFORMANCE.

4. Developing Stakeholder Strategies to Improve Performance.

Low Performance Levels Following Training Interventions.

Stakeholder Support for Performance.

Recommended Stakeholder Strategies to Support Performance.

Summary of This Chapter.

Suggestions for Further Reading.

5. Evaluation to Measure and Support Performance.

Evaluation as a Tool to Measure and Support Performance.

Levels of Evaluation of Training Interventions.

The Role of Evaluators in Supporting Learning and Performance.

Summary of This Chapter.

Suggestions for Further Reading.

6. Partnering and Consulting with Managers.

Establishing Partnering Relationships with Managers.

Consulting with Managers on a Performance Improvement Intervention.

Supporting the Performance of Stakeholders in Performance Improvement Interventions.

Summary of This Chapter.

Suggestions for Further Reading.

PART 3: APPLICATIONS OF PERFORMANCE IMPROVEMENT IN REAL-WORLD SYSTEMS.

7. Sleuthing Out Performance Consulting’s Best Partners (Julie S. Hile).

The Call for Performance Consultants’ Best Stakeholders.

Lessons Learned from the Performance Consulting/S&H Partnership.

The Canadian National Railway U.S. Operation’s Safety Rule Book Revision Process.

Summary of This Chapter.

Suggestions for Further Reading.

8. Implementing Transfer of Learning to Performance in a Complex International System (Richard L. Sullivan).

An International Complex System.

Moving from Training to Performance Improvement.

Transfer of Learning to Performance.

The Case of Improved Infection Prevention Practices.

Summary and Lessons Learned.

Suggestions for Further Reading.

9. e-Learning and Support for Performance (Kenneth W. Finley, Jr.).

What Constitutes e-Learning.

Current e-Learning State of the Art.

e-Learning Enablers and Disablers.

Stakeholder Support for Transfer of e-Learning to Performance.

Summary of This Chapter.

Suggestions for Further Reading.

Glossary.

References.

Index.

About the Authors.

Pfeiffer Publications Guide.

Mary L. Broad is an international consultant who works with public and private sector organizations to improve the payoff from investments in training and other performance improvement initiatives. Clients have included the Georgia State Department of Human Resources, Pfizer Pharmaceuticals Group, and the National Weather Service.