Certificate in Achieving KPIs with Human Performance Improvement

Transcription

1 HRDF 100% Claimable via Direct Debit Certificate in Achieving KPIs with Human Performance Improvement Building Competence for a High Performance Workplace Pennsylvania State University, USA The best of William J. Rothwell LIVE! Author of best selling and award winning books with over 80 internationally published titles President, Rothwell & Associates; Worldrenowned Consultant; Professor, Pennsylvania State University Heads the #1-ranked graduate program in HRD in the USA Key Benefits * Learn from the world s best to build competencies for performance improvement work. * Receive a Certificate from Penn State - a top ranked University. * Gain a cutting edge toolkit that supports effective implementation of what is learned. * Enable a High Perfromance Workplace where Key Performance Indicators (KPIs) are constantly achieved. A 3-DAY TRANSFORMATIONAL WORKSHOP Join international participants at the following partner hotel: Kuala Lumpur 7-9 April 2014 Grand Dorsett Hotel, Subang Organizer: Co-organizer: Event Partners: PEMBANGUNAN SUMBER MANUSIA BERHAD KEMENTERIAN SUMBER MANUSIA ITD-MEGA GURU EVENT LEARN FROM THE BEST TO BE THE BEST Mission: Transforming leaders and changing the world for the better

2 Achieving KPIs with Human Performance Improvement Building Competence for a High Performance Workplace Introduction This training enables participants to understand and apply Human Performance Improvement (HPI). It equips future leaders and aspiring leaders with the advanced competencies they need that are essential to analyzing human performance and selecting, planning, implementing and evaluating key performance improvement interventions so as to create a High Performance Workplace (HPW) where Key Performance Indicators (KPIs) are constantly achieved. Human performance improvement (HPI) is the systematic process of discovering and analyzing important human performance gaps, planning for future improvements in human performance, designing and developing cost-effective and ethically justifiable interventions to close performance gaps, implementing the interventions, and evaluating the financial and non-financial results (Rothwell, 2000, p. 3). Learning outcomes Upon completing the 3-day training, participants will be able to: Define High Performance Workplace (HPW). Describe the steps in assessing your organization as a HPW. Discuss ways to make your organization closer to a HPW. Define Performance and Key Performance Indicators (KPIs) and describe issues influencing their achievement. Define HPI and Performance Consulting. Understand the connection between HPI, KPIs and HPW. Describe the key roles, competency model and work outputs of HPI and Performance Consulting and discuss how they apply to attainment of KPIs and building a High Performance Workplace. Identify areas in which the participant has development needs in HPI and discuss how to meet those needs using a systematic step by step approach. Review and apply approaches to analyzing human performance problems and human performance improvement opportunities and find ways to address the root causes of problems. Review and apply general and specific approaches to selecting, planning and implementing appropriate HPI interventions including managing the change process to address identified human performance problems or improvement opportunities and issues associated with various deficiencies and root causes. Review and apply approaches to measuring and evaluating the outcomes of an intervention towards achieving the KPIs and building a HPW. Compare between HPI Consulting and Organizational Development (OD) practices and philosophies. Develop an individual action project to analyze, select, plan and implement one or more human performance improvement interventions in their organizational settings. Understand how to use the HPI-KPI-HPW toolkit to support the implementation of action projects in the workplace. 2

3 WHO SHOULD ATTEND CEOs, COOs, Directors, General Managers, Head of Departments, Senior Managers and Executives involved in achieving KPIs through people and performance improvement. TRAINING METHODOLOGY Highly interactive workshops, Q & A sessions and group activities. APPLICATION TOOLS Participants will receive learning materials and also a toolkit of resources for doing practical work in their organizations. ITD-MEGA GURU EVENT LEARN FROM THE BEST TO BE THE BEST 3

4 Achieving KPIs with Human Performance Improvement Building Competence for a High Performance Workplace Program Outline 4 DAY am am: Registration 9.00am pm: Introduction & Module 1 (Overview) (Tea-break from 10.30am am) Introduction Program purpose, objectives and organization/ structure Participant objectives Icebreaker: What issues does your organization face with performance improvement What is High Performance Workplace (HPW)? A. Define HWP B. The steps in assessing your organization as a HPW C. The ways to making your organization closer to a HPW What Is Performance and KPIs? A. Defining the term B. Relationship between performance and strategy C. Activity on performance D. Debrief of the activity E. How KPIs relate to the Balanced Scorecard F. Activity on KPIs and the Balanced Scorecard G. Activity on factors affecting performance and KPIs H. Debrief of the activity What Is HPI and Performance Consulting and how does it differ from Training and Development? A. Defining HPI and Performance Consulting B. Reviewing rigorous approaches to training and development design C. Activity on rigorous approaches to training and development design D. Debrief of the activity E. Assessing the roles competencies and outputs required for HPI and PerformanceConsulting and comparing them to the competencies required for training and development F. Activity on HPI G. Debrief of the activity H. Identifying the connection between HPI and the attainment of KPI s and building a HPW 12.30pm pm: Networking Lunch 1.30pm pm: Module 2 (There will be a tea-break from 3.30pm-3.45pm) How can HPI be applied in your Workplace? A. Identify areas in which the participant has development needs in HPI B. Discuss how to meet those needs using a systematic step by step approach. C. New developments in HPI D. Activity on new developments in HPI What Is Performance Analysis, and How Is It Applied? A. Defining the terms performance analysis and cause analysis B. Describing a performance analysis model C. Activity about the model D. Debrief of the activity E. Case study about the model F. Debrief of the case study G. Critical incident process on the model H. Debrief of the critical incident process I. Describing another performance analysis model J. Developing your own performance analysis model K. Debrief on Activity Day am pm: Module 3 (There will be a tea-break from 10.30am-10.45am) How Are Appropriate Solutions/Interventions Selected and Implemented? A. Defining intervention B. Types of performance improvement interventions C. Approaches to selecting interventions D. Separating problems from symptoms E. Case 1 on selecting interventions F. Debrief of Case 1 G. Case 2 on selecting interventions H. Debrief of Case 2 I. The importance of change management and communication strategy in performance consulting J. Crafting and implementing the change and communication strategy

5 K. Activity on managing change and communication strategy L. Debrief of the activity 12.30pm pm: Networking Lunch 1.30pm pm: Module 4 (There will be a tea-break from 3.30pm pm) How Is Performance Measured? What Is Meant by Human Resource Analytics? A. Defining measurement and distinguishing it from evaluation B. Introducing measurement approaches C. Establishing baselines D. Activity on establishing baselines E. Debrief of the activity F. Measuring during interventions G. Activity on concurrent measurement H. Measuring after interventions I. Activity on measuring after interventions J. Feeding back results and maintaining an impetus for change What Is Organization Development, and How Does It Compare to HPI Consulting? A. Definitions B. Case study on OD versus HPI C. Debrief of Case How Can You Apply What You Have Learned? A. Introducing the Action Learning Model B. Introducing the Application Activity C. Planning for the Activity D. Presenting the Action Project Plan E. Next Steps Conclusion Summary of the program purpose, objectives, and organization Review of participants objectives Further Questions and answers Training evaluation Day am pm: Module 5 (There will be a tea-break from 10.30am am) How Are Interventions Evaluated? A. Defining evaluation B. Importance of evaluation C. Approaches to evaluation ROI or scorecards? D. Case 1 on evaluating interventions E. Debrief of the case F. Case 2 on evaluating interventions G. Debrief of the case 12.30pm pm: Business Lunch 1.30pm pm: Module 6 (There will be a tea-break from 3.30pm pm) ITD-MEGA GURU EVENT LEARN FROM THE BEST TO BE THE BEST 5

6 Achieving KPIs with Human Performance Improvement Building Competence for a High Performance Workplace Profile of William J. Rothwell, Ph.D William J. Rothwell, PhD., SPHR, is President of Rothwell and Associates, Inc.. He is also Professor of Human Resource Development at the University Park campus of the Pennsylvania State University. He heads the #1-ranked graduate program in HRD in the US. As a Consultant, he has worked with over 40 multinational corporations. Dr. Rothwell has worked in the Performance, OD and HR field since 1979 and has authored, co-authored, edited and co-edited over 80 books and many best sellers. Among his most recent publications are: The encyclopedia of human resource management (3 volumes) Lean But Agile: Rethink Workforce Planning and Gain a True Competitive Advantage Invaluable Knowledge: Securing your company s technical expertise-recruiting and retaining top talent, transferring technical knowledge, engaging high performers The manager s guide to maximizing employee potential: Quick and easy strategies to develop talent every day Human Resource Transformation Strategic Human Resource Leader, 2nd edition Practicing Organization Development, 3rd edition Planning and Managing Human Resources, 2nd edition Human Performance Improvement - Building Practitioner Competence, 2nd edition ASTD Models for Human Performance Improvement: Roles, Competencies and Outputs Career Planning and Succession Management Effective Succession Planning, 4th edition The Strategic Development of Talent Competency-based Human Resource Management What CEOs Expect From Corporate Training Beyond Training and Development, 2nd edition Improving On-The-Job Training, 2nd edition The Workplace Learner: How to Align Training Initiatives with Individual Learning Competencies Dr. Rothwell was the winner of ASTD s prestigious Distinguished Contribution to Workplace Learning and Performance award in 2011 and 2012, an award given only to first-rate thought leaders in the field. His bestselling book Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within, 4th ed. (New York: Amacom, 2010) is regarded by many as the corporate bible on succession management practices. Dr. Rothwell has been very active in the American Society of Training and the ASTD National Awards Committee, the ASTD dissertation awards committee, and the ASTD research article of the year Committee. He was Chief Investigator for research on 5 ASTD competency studies, including the most recent in 2012 which has not yet been published. ABOUT PENN STATE UNIVERSITY Pennsylvania State University (Penn State) is one of the largest universities in the US. Founded in 1855, Penn State has grown into a world-class learning and research institution. With a core campus covering 5,448 acres, the University Park campus is the epicenter for about 40,500 students, 3,000 faculty and 13,000 other employees. The university offers degrees in about 160 baccalaureate and 150 graduate programs. Penn State ranks among the US s 10 largest public research institutions, directing more than $650 million in 2006 to support research and development activities, many having important economic implications. A majority of research funds come from sources outside Pennsylvania, principally from the US government, business and industry, and foundations. In 2005, for example, Penn State attracted $359 million in federal research funds - 9th highest among all US public universities. 6 Penn State is highly prestigious for being the #1 ranked graduate program in HRD in the US. It operates the largest outreach effort in American higher education, delivering programs to learners in all 50 states and 80 nations worldwide.

7 PEMBANGUNAN SUMBER MANUSIA BERHAD KEMENTERIAN SUMBER MANUSIA REGISTRATION FORM Fees and General Information (Please make copies of this page for registration as required) Kuala Lumpur: 7-9 April 2014, Grand Dorsett Hotel, Subang Event Fees Malaysia International Super Early Bird Fee - First 50 registrations with payment by 10 February 2014 RM 3,700 USD 1,600 Early Bird fee - Second 50 registrations with payment by 10 March 2014 RM 3,800 USD 1,800 Normal Fee - Registrations with payment after 10 March 2014 RM 3,900 USD 2,000 Sponsorship and Participation Options: Gold Package RM 11,000 USD 5,000 The Benefit: Special rate for 3 pax and above Platinum Package RM 20,500 USD 9,800 The Benefit: Special rate for 6 pax and above For PSMB Direct Debit, please fill up form PSMB/STP/1/07. The form can be downloaded from PSMB document centre at (for Kuala Lumpur event only). SPECIAL RATES FOR PSMB AND EVENT PARTNERS Payment Details Payments may be made by telegraphic transfer, bank deposit or local check. Account Name (Pay to) : MITD Sdn. Bhd. Account Number : SWIFT Code : RHBBMYKL Name of Bank : RHB Bank Berhad Bank s Address : Lot LGF, , Lower Ground Floor, Kenaga Wholesale City, 28 Jalan Gelugor, Kuala Lumpur, Malaysia Kindly ensure that payment is made 2 weeks before the program commencement Please tick: Super Early Bird Fee Early Bird Fee Normal Fee Gold Package Platinum Package Title and name: Prof / Dr / Mr / Mrs / Ms Phone Fax Mobile Position Organization Address Date Signature Mode of registration: ITD Kuala Lumpur Tel: Fax: itdkl@itdworld.com Pembangunan Sumber Manusia Berhad Tel: Fax: roslan@hrdf.com.my Replacements and representatives are allowed, however the fees paid are not refundable. ITD-MEGA GURU EVENT LEARN FROM THE BEST TO BE THE BEST 7

8 Mission Transforming leaders and changing the world for the better. Vision The #1 global learning expert that enables the world s best leadership development solutions. Core Values (LISTEN): Love, Innovation, Synergy, Trust, Excellence and Nurture SINGAPORE (HQ for Global R&D) ITD INTERNATIONAL PTE LTD 7030 Ang Mo Kio Ave 5 #09-90 AMK Singapore Tel: Fax: itdsg@itdworld.com MALAYSIA (Head Office) ITD PENANG 23-A, 23rd Floor Menara Northam, 55 Jalan Sultan Ahmad Shah,10050, Penang, Malaysia Tel: Fax: itdpg@itdworld.com ITD Kuala Lumpur Level 3, Block D, Plaza Mont Kiara 2 Jalan Kiara, Mont Kiara Kuala Lumpur, Malaysia Tel: Fax: itdkl@itdworld.com THAILAND INTERNATIONAL ITD LTD Mahatun Plaza Building 888/199 Ploenchit Road Pathumwan Bangkok 10330, Thailand Tel: to 8 Fax: itdbkk@itdworld.com VIETNAM ITD VIETNAM 8B Su Thien Chieu St., Ward 7 District 3, Ho Chi Minh City, Vietnam Tel: Fax: itdhcmc@itdworld.com Competitive Advantage Statement: ITD World is an ISO certified & award winning Multinational Corporation that provides the world s best leadership development solutions to leading global organizations. We offer comprehensive & innovative solutions that produce superior results. Core Activities & Resources: Talent and Leadership Development; Corporate Training and Consulting; Professional Competency Certification; Mega Events and Seminars; Coaches, Mentors and Speakers Bureau; Community Services and Campaigns. Over 238 world-class programs and more than 100 dedicated mega gurus, top international resource persons, trainers, speakers, coaches and consultants from around the world. Exclusive Mega Gurus: Dr. John C. Maxwell, Dr. William Rothwell, Dr. Jack Canfield, Dr. Peter Chee, Brian Tracy, Robert Tucker, Thomas G. Crane. Quality Certification, Awards & Publications: ISO 9001:2008 Certification for Global Provision of Training and Development. Winner of the ARTDO International HRD Excellence Award in recognition for outstanding contribution to international Human Resource Development and bestowed the Brand Laureate International Award for the Best Brand in Training. Cutting edge books co-authored with the world s Top Mega Gurus - Coaching for Breakthrough Success, 12 Disciplines of Leadership Excellence and Becoming an Effective Mentoring Leader. Clients Include: Intel, IBM, United Nations Missions, American Embassy, Agilent, Dell, Motorola, Nike, First Solar, Accenture, Citibank, Central Bank of Malaysia & Philippines, DHL, Ericsson, OSRAM, Infineon, Siemens, B Braun, Bosch, Schneider, Saint Gobain, Toyota, Ajinomoto, Samsung Vina, Singapore Press Holdings, Capitaland, PT Telkom, Siam Cement Group, CP Group, BaoViet, Sacombank, PetroVietnam, Petron, SM Supermalls, Thai Airways, Philippine Airlines, Shangri-La Hotels, Six Senses Resort, Sheraton, Prudential, AIA, GSK, MSD, Bayer, Johnson & Johnson, Unilever, Nestle. PHILIPPINES ITD CONSULTING GROUP INC 11/F Unit Corporate Centre 141 Valero Street, Salcedo Village 1227 Makati City, Manila Philippines Tel: Fax: itdmanila@itdworld.com 14/rev2