Piskurich_Chapter_10_Notes

**Chapter 10 Notes**
I found it helpful to reference the page number when I took notes, hope it's helpful for you too.


 * Key stakeholders must be actively involved**. Important attributes of HPI role (p. 134):
 * recognize current and potential performance problems
 * educate mgrs and other employees about essential factors to support performanc
 * identify key stakeholders in performance and results
 * involve stakeholders in every step of process
 * help stakeholders identify strategies to support learning and performance
 * get stakeholder agreement on eval criteria to measure success


 * Factors that support performance table** – p. 135 – must be addressed


 * Who are key stakeholders?** (p. 136)
 * Mgrs
 * Learners
 * HPI Professionals
 * Coworkers
 * HR professionals
 * Customers
 * Supplies
 * SMEs
 * Consultants
 * Union reps
 * Community members
 * Advocacy groups
 * Govt regulators


 * Research Supporting Stakeholder Involvement** (p. 137)
 * Mgmt Signals of Transfer Importance
 * Learners held accountable for new knowledge and skills
 * Learning programs mandatory
 * Mgrs convey importance of new knowledge before training begins
 * Mgrs get personally involved to demonstrate importance of training


 * Pre- and Posttraining Discussions with Boss and other Mgr support, factors:**
 * Pre and post discussions about importance of K&S
 * Frequent practice
 * Learners would be held accountable for applying new learning

Learners:**
 * Factors Distinguishing High Performance Learners
 * Explore subject matter before training activity
 * Develop ideas in advance on how to apply skills
 * Practice after training
 * Mgrs:**
 * Communicate importance of 3 steps for learners and follow up to see if done
 * Develop and communicate clear perf. Expectations for learners after training
 * Develop and communicate how success will be measured

Great success when done in advance of training:
 * Learners and Sponsors Bid for Training Opportunities** (p. 138)
 * Analyze current and anticipated posttraining org environments
 * Identify improvements in org results from new skills
 * Specify strategies of stakeholders to implement successful application
 * Identify measures of success for transfer of new skills on the job and for org results

Why?
 * Involving Stakeholders in HPI process** (p. 138 and Table 10.1 P. 140 although I don’t think he would dig that deep)
 * Supply useful info from important perspectives for decision making
 * Participate in decision making
 * Support buy-in of stakeholder groups in decision implementation


 * Identifying Stakeholder Strategies to Support Performance** (p. 141)
 * Participate in analysis of PI need and selection of intervention
 * Involvement in design, delivery and eval of intervention
 * Support of communication about the importance of intervention to other stakeholders
 * Provision of funding, SMEs and other resources
 * Coaching and follow-up support after intervention

Process:
 * Identifying Evaluation Criteria** (p. 142)
 * Identify criteria before intervention begins to measure success
 * Gather baseline, formative and summative eval data
 * Analyze and draw conclusions from data
 * Take action to implement conclusions
 * Communicate eval data to other stakeholders

pp. 143-148 relate to the case study, don’t think that would be covered.