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Say Good-Bye to the Blame Game
Initially, human performance improvement (HPI) professionals were
viewed as trainers, and many professionals new to the field are
still viewed through that same lens. But the field is broader now
since experts can opt to analyze the entire operation instead of
observing work flow on the shop floor or in the back office. And
performance is about more than whether an employee is doing an
adequate or poor job. It reflects an organizations priorities,
especially the values managers assign to certain tasks.
Organizations are opening the door to HPI professionals much wider
than before, recognizing that they themselves may not be able to
spot the obstacles that are hindering performance. Line managers
also now recognize the value of human performance better than they
did two decades ago.
Like many intangibles, HPI is difficult to define in concrete
terms, yet the best practitioners say it provides a more complete
framework for curing what ails any workplace. Left to their own
conclusions, managers often find fault with their staff and
conclude that it is necessary to send them to a remedial training
program. Workplace analysts note that while training can be a
component to performance enhancement, it is rarely the sole
solution.
Product Code:
76080646
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