Sunday, December 20, 2009

Moving beyond training- Performance consulting

IF not us, WHO? If not now, WHEN?

When the global economy is slowing crawling back to its original form, this situation offers a tremendous opportunity to those in training & development to rise up to this occasion. Management today seeks out those people who can partner them to install the performance required by organizations to win back the lost ground.
We must evolve from training to performance perspective. Performance consulting is the process by which we can work with the management to identify and achieve performance excellence linked to business goals.

Role of Performance Consultant

Following points can describe the role of a Performance Consultant
1. Focus: Identify and address performance needs of people
2. Output: Provide services to assist in changing or improving performance
3. Accountability: Held accountable for establishing and maintaining partnership with business leaders.
4. Measures: The results of training and non training actions are measured for performance change & cost benefit.
5. Assessment: Assessments are completed to determine performance gaps and reasons for these gaps.
6. Relationship to organizational goals: The function is viewed as producing measurable results like cost savings, increase in productivity etc.

Skills required for being a successful Performane Consultant

Four key areas of skill and knowledge is required by performance consultants to be successful

1. Business Knowledge
2. Knowledge of Human Performance Technology
3. Partnering skills
4. Consulting skills

Performance consultants are business people who specialize in Human performance.


How Performance Consulting moves beyond training

· Identify the primary forces, outside the control of the organization that will challenge the organizations ability to meet its business goals.
· Discuss the strategies and actions being taken by competitors and the implications of those actions for the organization.
· Skillfully use the business language- the language which is spoken throughout the organization.

Performance Consultant is a role and not a job. Its is distinguished from the role of a traiditional trainer by its focus on what people must do rather than on what they must learn

9 comments:

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Ramiro said...

The Human Resources Management function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees. Apart from all these, today there are other major changes incorporated in it.

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Suresh Perumal said...

The Human Resources Integrated Approach aims to ensure that from whatever angle staff now look at the elements of pay management, performance, career development and reward, they are consistent and linked.
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Prescilla Priyanka said...

The central focus for HR management must be on contributing to organizational success. Key to enhancing organizational performance is ensuring that human resources activities support organizational efforts focusing on productivity, service, and quality.
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Suresh Perumal said...

I think this is a very positive trend - for clients to ensure they maximise the value of their consulting spend, and for consulting firms, as it encourages consultants to focus on their strengths, and therefore to optimise their expertise and potential.
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