A Personal Message from William J. Rothwell, PhD

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2 Achieving KPIs with Human Performance Improvement Building Competence for a High Performance Workplace A Personal Message from William J. Rothwell, PhD Key Performance Indicators or KPIs has become a buzzword, it allows you and your organization to define its critical success factors and be clear about the progress you are making towards realizing important goals. But it s not good enough to have KPIs, the critical challenge is to do the right thing to create a high performance workplace where KPIs are constantly achieved. Mastery of Human Performance Improvement (HPI) will ensure the way to seeing the bigger systemic issues and provide good understanding of the complexities, problems and solutions associated with achieving the kind of result that you wish for. Can you solve all the problems with people that you see in your organizations? If you cannot, then you need HPI. It gives you the tools and techniques you need to solve real problems in real time! This 3-day transformational workshop will provide you with the latest methodology on HPI that is imperative for you to improve performance, constantly achieve your KPIs and build competencies for a High Performance Workplace. For best results, come and join this workshop with your team of people who will have to manage and deliver better performance. Further coaching and consulting solutions are made available for teams who are committed to continuous learning and improvement for breakthrough results. I look forward to seeing you at the coming event and to work with you on building a sustainable High Performance Workplace so that you will continuously achieve your KPIs. William J. Rothwell PhD Overview from Dr. Peter Chee, President & CEO of ITD Group Living up to our tradition of enabling people to learn from the best to be the best, ITD Group is pleased to bring you another series of Mega Guru Events that will make its mark across Asia. Here are 6 main points that are important for you to know: 1. Dr. Rothwell is the key person that developed the world recognized ground breaking competency model for Human Performance Improvement and for Workplace Learning and Performance. 2. Tap on his expertise as a world renowned consultant who has enabled many organizations to make quantum leaps with improved bottom-line results. 3. Apply what you learn to a real action project that will move you to ensure fruitful implementation after the workshop. 4. Gain a cutting edge toolkit and resources that supports you to effectively apply what you learn back at your workplace. 5. Establish a systematic and co-ordinated effort among leaders in solving the root causes of performance gaps once and for all. 6. Learn to build competencies that create and sustain a high performance workplace and reap the rich rewards of your achievement. If you are going to achieve your KPIs and sustain a high performance workplace, this program will enable you to get there much faster. Meet our Mega Guru, William J. Rothwell in person! Be inspired by his proven passion for superb delivery, cutting edge content and application. See you at the upcoming ITD-Mega Guru Event Learn from the best to be the best! Dr. Peter Chee 2

Who Should Attend Professionals and leaders who hold the most important duty of ensuring performance improvement, achievement of KPIs and building a high performance workplace, Senior and Top

3 Who Should Attend Professionals and leaders who hold the most important duty of ensuring performance improvement, achievement of KPIs and building a high performance workplace, Senior and Top Government Officials, HR & OD Professionals, Internal and External Consultants, Senior Executives and Managers, Trainers, Educators and Researchers. Introduction This workshop 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 and 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). Objectives of the Training Program Upon completing the 3-day workshop, 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. Learning Materials & CD-ROM Toolkit Participants of this Mega Guru Event will receive learning materials and a toolkit of resources from Dr. Rothwell for doing practical work in their organizations. 3

Achieving KPIs with Human Performance Improvement Building Competence for a High Performance Workplace Program Outline Day 1 8.30am-9.00am : Registration 9.00am-12.

45am) Introduction Program purpose, objectives and organization/structure Participant objectives Icebreaker: What issues does your organization face with performance improvement What is High

4 Achieving KPIs with Human Performance Improvement Building Competence for a High Performance Workplace Program Outline Day am-9.00am : Registration 9.00am-12.30pm : Opening Ceremony & Expert Workshop 1 (Overview) (There will be a tea-break from 10.30am-10.45am) 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 HPW 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. Activity on factors affecting performance and KPIs F. 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 Performance Consulting 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 KPIs and building a HPW 12.30pm-1.30pm : Networking Lunch 1.30pm-5.00pm : Expert Workshop 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. 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 of the activity 4

Day 2 9.00am-12.30pm : Expert Workshop 3 (There will be a tea-break from 10.30am-10.45am) How Are Appropriate Solutions/Interventions Selected and Implemented? A. Defining intervention B.

5 Day am-12.30pm : Expert Workshop 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 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 K. Activity on managing change and communication strategy L. Debrief of the activity 12.30pm-1.30pm : Networking Lunch 1.30pm-5.00pm : Expert Workshop 4 (There will be a tea-break from 3.30pm-3.45pm) How Is Performance Measured? 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 Day am-12.30pm : Expert Workshop 5 (There will be a tea-break from 10.30am-10.45am) 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-1.30pm : Business Lunch 1.30pm-5.00pm : Expert Workshop 6 (There will be a tea-break from 3.30pm-3.45pm) 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 Workshop evaluation 5.00pm-5.30pm : Closing Ceremony & Book Signing with Dr. Rothwell 5

6 Achieving KPIs with Human Performance Improvement Building Competence for a High Performance Workplace Profile of William J. Rothwell, PhD 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, heading the #1-ranked graduate program in HRD in the US. As a consultant he has worked with over 30 multinational corporations. Dr. Rothwell has worked in the Performance, OD and HR field since 1979 and has authored, coauthored, edited and co-edited over 60 books and many best sellers. Among his most recent publications are: ASTD Models for Human Performance Improvement: Roles, Competencies, and Outputs Human Performance Improvement- Building Practitioner Competence- 2nd Edition ASTD Models for Workplace Learning and Performance Workplace Learning & Performance Roles: The Analyst Workplace Learning & Performance Roles: The Evaluator Workplace Learning & Performance Roles: The Intervention Selector, Designer, Developer & Implementer Workplace Learning & Performance Roles: The Manager and The Change Leader Practicing Organizational Development- 2nd edition Beyond Training and Development: The Groundbreaking Classic on Human Performance Enhancement. Career Planning and Succession Management: Developing Your Organization s Talent for Today and Tomorrow Effective Succession Planning- 3rd edition The Strategic Development of Talent Competency-Based Human Resource Management What CEOs Expect From Corporate Training: Building Workplace Learning and Performance Initiatives That Advance Organizational Goals Beyond Training and Development- 2nd edition Improving On-The-Job Training- 2nd ed. Linking Training to Performance: A Guide for Workforce Development Professionals Mastering the instructional design process: A systematic approach- 2nd edition Planning and Managing Human Resources- 2nd edition The Workplace Learner: How to Align Training Initiatives with Individual Learning Competencies General Information Closing date for registration is 1 July 2007 The fees cover participation at the event, lunch, tea-breaks, materials and follow up learning tools Replacements and representatives are allowed, however the fees paid are not refundable In the event that any of the speaker/s have to cancel their attendance for reasons outside the control of the organizers, the organizers reserve the right to reschedule or make changes as they deem fit VAT, bank commission and other bank charges must be borne by participants Information For International Participants Dr. Rothwell was National Thought Leader for a Linkage-DDI sponsored study of 18 multinational corporations that examined corporate best practices in succession planning and management. His bestselling book Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within, 3rd ed. (New York: Amacom, 2005) is regarded by some as the corporate bible on succession management practices. Dr. Rothwell has been very active in the American Society of Training and Development (ASTD). He was Chair of the Publishing Review Committee for several years, has served as Chapter President for two ASTD local Chapters, has served on the ASTD National Awards Committee, the ASTD dissertation awards committee, and the ASTD research article of the year Committee. He was chief investigator for two ASTD competency studies ASTD Models for Workplace Learning and Performance (1999) and ASTD Models for Human Performance Improvement (1996; 2000). He was also an investigator on the most recent ASTD competency study Mapping the Future (2004). Special hotel room rates have been arranged. For hotel booking forms and rates please go to: For optional tours you may contact our partner hotels directly for prior arrangement or upon arrival 6

7 REGISTRATION FORM ITD-MEGA GURU EVENT Achieving KPIs with Human Performance Improvement Building Competence for a High Performance Workplace Fees and General Information (Please make copies of this page for registration as required) 13, 16 &17 July 2007 Mandarin Oriental, Manila Event Fees Philippines International Super Early Bird Fee - First 50 Registrations with Payment before 15 May 07: Early Bird fee Second 50 Registrations with Payment before 15 June 07: P 27, USD P 30, USD Normal Fee - After 15 June 07 : P 32, USD Sponsorship and Participation Options: Gold Package P 80, USD The Benefits: 3 complimentary registrations for the event, name and logo of sponsor will be promoted on program information website and program materials (black and white). Platinum Package P 155, USD The Benefits: 6 complimentary registrations for the event, name and logo of sponsor promoted on program website, backdrop (color) and program materials (black and white). One exhibition table for promotion during the event. Payment details Scholarship Package (50% of normal fee) P 16, USD A 50% Scholarship is available to the first 10 deserving applicants. This applies only to full-time staff of non profit or educational institutions and government servants. Awarded on a first-come-first-served basis. Documentary evidence required. Payments may be made by telegraphic transfer, bank deposit or local check Account name (Pay to) : ITD Consulting Group, Inc. Account Number : SWIFT Code : MBBEPHMM Name of Bank : Maybank Philippines, Inc. (Makati Branch) Bank s Address : New Solid Bldg. Buendia Ave. Ext. Makati City Please tick : Super Early Bird Fee Early Bird Fee Regular Fee Gold Package Platinum Package Scholarship Package Title and name: Prof / Dr / Mr / Mrs / Ms Phone no. Fax no. Mobile no. Position Organization Address Date Signature Mode of registration: itdmanila@itd.com.my Fax Tel Replacements and representatives are allowed, however the fees paid are not refundable.

8 I N S T I T U T E O F T R A I N I N G A N D D E V E L O P M E N T L i g h t i n g t h e W a y a s t h e L e a d i n g M u l t i n a t i o n a l H R D C o r p o r a t i o n ITD was founded on a simple yet powerful vision of enabling organizational & HR development goals that enrich lives & create a better society. ITD s roots can be traced back to 1984 when a group of visionary HRD experts established an institution, which quickly emerged as a leader in its field. ITD s mission then and now remains clear To continuously excel as the leading multinational provider of superior quality & comprehensive organizational & HR development solutions in the Asia Pacific for national and regional building. The dawn of the new millennium heralded a new phase of international expansion as the organization expanded its services and programs throughout the Asia Pacific Region. ITD Group s headquarters is based in Penang, Malaysia and it has centers spanning Malaysia, Thailand, Vietnam and Philippines. ITD INTERNATIONAL NETWORK: MALAYSIA ITD Penang (HQ) Heritage Campus No. 4, Weld Quay, Penang Tel : Fax: itdpg@itd.com.my ITD KL Resort Centre Level 3, Block D, Plaza Mont Kiara 2, Jalan Kiara, Mont Kiara Kuala Lumpur Tel : Fax: itdkl@itd.com.my ITD JB Straits Vista Centre P-03 Level Penthouse, Menara TJB 9, Jalan Syed Mohd. Mufti Johor Bahru Tel : Fax: itdjb@itd.com.my THAILAND International ITD Ltd. City Centre Mahatun Plaza Building 888/199 Ploenchit Road, Pathumwan, Bangkok 10330, Thailand Tel : to 8 Fax: itdbkk@itd.com.my VIETNAM ITD Vietnam City Centre 7 Tu Xuong St., Ward 7, District 3, Ho Chi Minh City, Vietnam Tel : Fax: itdhcmc@itd.com.my PHILIPPINES ITD Consulting Group, INC. City Center 11/F Unit 1108, 88 Corporate Center, 141 Valero Street, Salcedo Village, 1227 Makati City, Manila, Philippines Tel : Fax: itdmanila@itd.com.my ITD Group s six core activities include Business Education and Research; Corporate Training; Professional Competency Development; Business Coaching and Consulting; Mega Events and Conferences and Community Service and Networks. It offers programs ranging from short training to Certificate, Diploma, Bachelor, Masters and Doctoral courses. In an increasingly globalized economy driven by knowledge, competency and innovation, ITD can be the people s crucial source of competitive advantage due to its ability to combine expertise and experience from its core expertise in various distinct areas. This portfolio synergy allows ITD to better meet the unique development needs of individuals and corporations and the community. Over the years it has earned a sound reputation as a leading education, training HRD provider having successfully produced thousands of graduates and provided organizational and HR development solutions to a large number of clients throughout the Asian region. ITD s clients include many leading multinational and local corporations. The Group s outstanding track record includes establishing itself as the most successful provider of Masters and Doctoral business education programs in the region. ITD is an International HRD Award Winning Organization and has made its mark of excellence in the international HRD arena. It is the winner of the ARTDO (Asian Regional Training and Development Organization) International HRD award. This highly prestigious international award is presented to the most qualified organization each year in recognition for outstanding contribution to international HRD. As a clear distinction of ITD s commitment to quality and continuous improvement, the Group has attained the ISO 9001:2000 Certification for Global Provision of Training and Development. This simply means that ITD s quality management system is globally applicable and meets stringent international standards. ITD Group is a multinational corporation with a societal oriented philosophy. It is actively involved in social and charitable work. The institute s Love Thy Nation Campaign has allocated sizeable funds to support the needy sections of respective national societies. ITD s leaders have served as leaders of ARTDO International and have been actively involved in social HRD work. Established in 1974, ARTDO International is a non-profit professional umbrella body that brings together leading national HRD bodies, companies and individuals active in HRD work from over 30 countries around the world. Ultimately, the ITD vision is all about people. The truly shared meaning behind ITD s torch goes beyond leadership and excellence, it about uplifting and bringing light to people s lives and helping both individuals and organizations attain their aspirations. It is about fulfilling dreams of building a better and more peaceful tomorrow. This is the ITD passion and commitment a pledge that people can count on.

Certificate in Talent, Competency & Succession Management

Certificate in Talent, Competency & Succession Management Pennsylvania State University, USA Join international participants at the following locations: Kuala Lumpur 4-6 March 2009 PJ Hilton Hotel Manila