We already have a TRAINING strategy,
workers like you did
2-to-10 years ago?
|Even the best training
suffers knowledge retention loss of over 80% in less than a month,
further decreasing training effectiveness ...especially @ the point of
...see continuous demand for flawless
performance challenging your workforce?
Tangible business risk, legal
liability, missed revenue opportunities, and potential for loss are
directly to flawed performance then ever before,
...especially @ the point of
...sense a continuously increasing
velocity & volume of work on a leaner workforce?
||The urgency to perform flawlessly is
outpacing the capacity of the workforce to deliver maximum
...especially @ the
point of work
...experience change in the workplace
as a continuous source of
|The demand for workforce
agility, resliliency, & workforce capacity requires a level of responsiveness that
traditional training methods were never designed to
...especially @ the
point of work
|If you can answer
to any of these
questions...your strategy is not optimized to meet the
demands of driving workforce effectiveness in the
Extends into The Work Context
& 2 represent Training efforts whether in
the classroom, distance learning, self-paced, or a blend of
all the above.
Where we fall
short...and where training was never intended to go... is
into the work context where our workforce spends 95% of
their time @ the point of work.
Moments 3 thru 5
represent the EPS Solution targeting the Moment of APPLY
tangible business risks manifest within these last 3 moments of
EPS Readiness Assessment
produces a map to an
evolved strategy that
Learning AND Performer Support continuously available to ensure flawless performance by
your company's workforce @ the point of work.
Equipping our workforce
to perform by
traditional methods cannot keep
pace with the increasing velocity and continuous
of the work environment.
Training content was
never designed nor intended for
role-specific, task-centric application in the
post-training work context.
The ability to learn is rapidly
the point of work and has
become a continuous business requirement.
Real business value is either generated or lost
the point of work.
It is no longer about how well
...it's about how well they
when they finish.
the Moment of Need & @ the point of work
...cannot build in
Supporting Performers during those last three moments of
need must become as strategic as the traditions of training
- Engage Human Performance Outfitters to complete an
Embedded Performer Support Readiness Assessment [EPSRA]
- The scope of an EPSRA is
determined after initial
discovery conversation* & alignment with leadership to define:
- Level of organizational
commitment to the effort
- Areas of challenge identified
and prioritized for assessment
discovery consultation at no cost
- The EPSRA is
accomplished upon initial
leadership alignment interviews and discovery that includes
- Current Learning Opportunities and engagement
- Work context integration
- Learning continuum compatibility
- Effectiveness & impact measurement
- Collaboration & social media
- Technology footprint, Mobility
- The RA
an EPS Strategy Roadmap that identifies readiness gaps and offers recommendations to enable alignment
with business strategy and mission priorities.
- The Road Map supports the process of planning and prioritization of
initiatives for targeted implementation of an EPS Strategy
Cultural Change implications
of agile design & development methodologies
of new EPS technology
EPS Technology Options...
New Web 2.0 technology has opened an
exciting and economical door to businesses of all sizes that offers low
cost-of-entry to effectively combat the effects of learning
converging with actual work. With the flood of new EPS vendors
popping up in the market, it is essential for an organization to
understand what is required to fully embrace an EPS strategy that is
greater than the technology chosen.
Human Performance Outfitters [HPO]
has experience working with several top EPS vendors and
sees an EPSRA as an essential first step to accurately map the scope
of workforce requirements for both Learning and Performer Support.
Not all EPS technology is as capable as the next, and defining
orgainizational requirements are critical.
We are looking for a BETA client or two now.
- Direct Consulting -
(We give you the fish)...intervention start-to-finish through exclusive use of
- Guide/Coach -
(We teach you to fish)...use HPO as an
to collaborate with your own internal resources to equip them
with tools and techniques to accomplish much of the data
gathering. Joint data evaluation through an Action
Learning approach leads to a prioritized recommendation.
- This approach enables the organization to
continually reassess learning & performer support readiness
using in-house resources as business strategy
evolves, and enables re-use the tools and techniques identified in the
initial RA effort.
- Cost Investment - Negotiated
based on size of the business and who actually does the fishing.
your inquiries regarding this important first step!
Contact us today by clicking
Call Gary Wise, Principal EPS
Solution Strategist @ (317) 437-2555
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- 2014 Human Performance