KMA ASTD 3 rd Debriefing 2006 ASTD Key

KMA ASTD 삼성 연수단 - 3 rd Debriefing - 2006 ASTD Key Issues! • Today’s Sessions • Performance Improvement • General Session Highlights 진주교육대학교 교육학과 김도헌, Ph. D

Meaningful metrics for Knowledge Management by Accenture • • • 지식경영전략을 추진하는 기업에서 가장 큰 도전거리는 바로 지식경영활동 을 어떻게 평가할 것인가? 이다. Accenture의 KX(Knowledge Exchange)시스템을 둘러싼 지식경영활동에 대한 평가모델 구축작업 소개 Scope: Search, Contribution, Engagement profiles, Co. P etc.

HRD V-Model Analysis & Design Measurement & Evaluation ROI Business Results Business Needs Capability Requirements Capability Status Human Performance Requirement Performance Solution Human Performance Impact Delivery Status, Reaction

KM Metrics Architecture 5 ROI Problems or Opportunity 4 Business Results Engagement “productivity”? Win Rates? Client Satisfaction? 3 Performance Use/Apply Information Changes in Biz results? Information Applied Right information To right person At right time 2 New K, S, A Find Information Found Users find What they need? 1 Intervention Knowledge Exchange Access System User satisfaction/ Usability

• Case Study - SAT Test를 준비하는 젊은 학생들 (100, 000여명) - 프로그램의 특성 - Data Mining 절차 - 각 웹페이지 encoding하기 - Data warehouse 모으기 - 분석 및 처리 • Mr. Long and Mr. Short - 학습자 캐릭터 파악하기 • Mr. Daytime & Mr. Night - 프로그램 개선 • Mr. Thorough and Mr. Jumpy - 학습자 캐릭터 follow-up • Mr “Next” • Data Mining로 부터의 추가적 통찰 - How long is a session? - “fun” and amazing feature? - 40 different dominant paths - Linear learning?

Virtual Team Skills and Team Learning Modern Teamwork • Inter-generational, cross-functional, horizontal (equivalent position), self-directed (without leader) • Virtual Team – often separated geographically VASE Model for virtual team V- Build and Maintain a Vision A- Check Assumptions S- Take a System approach E- Expect white water Be Effective White Water Leaders! Virtual Team Skills Inventory (VTSI) - www. calliopelearning. com/vtsi

“퍼포먼스 컨설팅”의 프로세스 “HP technologists(performance consultants)는 수행상의 격차에 대한 체제적 관점을 채택하여, 체계적으로 수행격차를 분석하여, 과학적 지식 및 현존자료에 기반하여 비용효과적이고 효율적 인 해결방안을 설계하는 사람을 말한다” • ISPI(International Society for Performance Improvement) calls Human Performance Technology (HPT or PT) • ASTD calls Performance Improvement

GAPS! 접근법 사용하기 -TU 116: Put Performance Tools Into the Hands of Managers -W 202: From Tactical Request to Strategic Request G A P S Go for the SHOULD = 성취되어야 할 바람직한 상태 규명 Analyze the IS = 현재의 상태 분석 Pin Down the CAUSES = SHOULD와 IS사이의 GAP 원인 분석 Select the Right SOLUTIONS = 근본원인을 설명할 실행방안 수립

Hierarchy of Needs Strategic Work (Results) Tactical Work (Solutions)

GAPS! 접근법 G A P S by Robinson & Robinson Go for the SHOULD • Business Should (작동적 수치들) • Performance Should (현업 직무행위) Analyze the IS • Business IS (작동적 수치들) • Performance IS (현업 직무행위) Business Shoulds Performance Shoulds 직무환경 및 능력 해결책 Pin Down the CAUSES • 작업환경 근본 원인 • 개인능력 근본 원인 Select the Right SOLUTIONS • 작업환경 해결방안 • 개인능력 해결방안 Business Actuals Performance Actuals 직무환경 및 능력 원인들

Negotiation Skills for Performance Consultants • Performance Consultant의 핵심역량으로서의 협상 • 체계적 절차적용의 관점에서 정치적 역학관계하에서의 사회적 협상 관점 N. E. G. O. C. I. E • • - 7 Steps 협상모델Need to negotiate Enhance the other party understanding Global perspective Obtain the power Create a strategy Influence Evaluate and learn

Forming My Keyword…. . Closing Gaps: Skill Gaps & Perception Gaps Workflow Learning: Convergence of Learning & Work 조직성과 Game & Simulation Business Strategy Context of Talent Management & Career Development 개인성과 Knowledge Tools (Blogs, WIKIS, Nagware, etc) Performance 학습의 適·效·成 평가영역의 Support 확장 (교육+인사+지식전략) Tools Alignmen Learning & Performance Architecture Strength-Based Power of Organizational Development. Organizational Trust Leadership 조직 문화 리더십 이슈 Future Leadership Issues Strength Candor Change: Power Different View: 변화 이슈 of Positive Mind Freakconomics Freakedagogy

Keynote 1: Power of Strength • • • To Turn one’s person’s talent into performance Find out what is unique about each person & Capitalize on it Three Truth 1. 2. 3. As you grow, you become more of who you already are You will grow most in your area of greatest strength You will contribute most to the team when you offer up your strength. Appreciative Inquiry • • • as strength-based approach to change Power of Guiding Images of the Future (Senge: Presence) - Problem-based approach Vs. Opportunity-based approach Power of Conversation (Co-Constructing, Navy Summit) Positive Revolution (pygmalion effect, science of human strength, positive stories-narratives)

Your Turn!

Forming My Keyword…. . Closing Gaps: Skill Gaps & Perception Gaps Workflow Learning: Convergence of Learning & Work 조직성과 Game & Simulation Business Strategy Context of Talent Management & Career Development 개인성과 Knowledge Tools (Blogs, WIKIS, Nagware, etc) Performance 학습의 適·效·成 평가영역의 Support 확장 (교육+인사+지식전략) Tools Alignmen Learning & Performance Architecture Strength-Based Power of Organizational Development. Organizational Trust Leadership 조직 문화 리더십 이슈 Future Leadership Issues Strength Candor Change: Power Different View: 변화 이슈 of Positive Mind Freakconomics Freakedagogy

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