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Performance Consulting

really liked it 4.00  ·  Rating Details  ·  25 Ratings  ·  3 Reviews
The traditional training process confuses training activity with performance improvement by focusing on employees' learning needs, rather than on their performance needs. Traditional programs focus on developing excellent learning experiences, while failing to ensure that the newly acquired skills are transferred to the job. Thus, to be effective, training professionals mu ...more
Paperback, 349 pages
Published January 1st 1996 by Berrett-Koehler Publishers
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Feb 21, 2012 Al rated it it was amazing
Performance Consulting: Dana and James Robinson

Central Truths

1. Human performance is complex and is affected by variety of factors.
2. Only 10% to 20% of what is learned actually transfer to the job.
3. Must shift focus from what people need to learn (training) to what they must do (performance).
4. Solutions to performance problems will be systemic in nature and not one-dimensional (training alone is not the solution). What is, What Should, and Gap.
5. There are two kinds of business needs:
a. Busin
Mike Taylor
Jun 18, 2016 Mike Taylor rated it it was amazing
Fantastic book for helping guide you and your stakeholders towards the best solution that has biggest impact on the results that matter most to them.
Holly Bond
Oct 09, 2007 Holly Bond rated it liked it
Recommends it for: HRD specialists
This book effectively highlights why training can really get a performance improvement initiative off track if not used under the proper circumstances. This is not a great book, but it is very easy to understand put to good use.
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