HPT Model on Utilizing Training as an Intervention

HPT Model on Utilizing Training as an Intervention START First, does a Yes Can you Identify the Desired Work Performance? Yes • What is the desired work performance? training need exist? what type of skills are needed? This determines the Performance Gap The difference between what is desired • Who does it right? and what is reality – this is what needs • How do they do it right? to be trained. • When did they begin doing it right? No No action required Intervention Selection with Required Integration Selected appropriately based on results from Cause Analysis (Behavior or Skills-Related) Key components within this selection must include: • Tested integration methods • Change Champions Which must be followed by: Evaluation Summative methods can be used (among others) to determine total effectiveness of the Integration Methods and Change Champions Or No Behavior-Related Skills-Related Qualitative Research can assist with this determination as well as with the intervention Quantitative Research can assist with this determination as well as with the intervention If Behavior-related, try these steps: If Skills-related, try these steps: Behavior-Related Interventions (sample) Skills-Related Interventions (sample) Human Resource Development • Peer / One-on-One • Interactive / Web-based Instruction • Proper Selection and Staffing • Performance Appraisals Leadership Support and Follow-up • Feedback and Mentoring • One-on-one coaching and development Organizational Communication Job Aids • Quick Reference Guides • Best Methods Organizational Communication • Conflict Identification and Resolution END Created by Michele R. Johnson, WSU 2005 Regardless of the type of intervention, both types will require