Firstly, one needs to assess initial contact by verifying the position held by the contacted. In addition, one should also determine whether he or she was asked to fix or investigate a problem, and determine whether a request was formal or informal. Secondly, one should thoroughly explore a situation. An issue can be explored through the fact finding steps. Issue exploration is important as it enables one to determine the validity of the assumptions made, determine whether the challenge expressed by a client is a training challenge or not, and to determine the necessary performance roles. Thirdly, one needs to draft a contract with a client in order to form goals and objectives that would be achieved at the end of the process. Fourthly, one needs to carry out a diagnosis through performance methodology. This will enhance the validation of any hypothesis developed in the exploration step. Fifthly, it is essential to make a plan of all activities that would be carried out during the consulting period. Sixthly, a consultant should act on all the planned activities. Activities may include demonstrations, job aid, setting up policies, and establishing action plans. Seventhly, evaluate the various forms of interventions undertaken through Donald Kirkpatrick`s evaluation levels. This is important as one can determine whether set goals and objectives have been realized. Lastly, carry out an integration process by providing the client with relevant skills and tools that will make him or her achieve desired standards.
Benefits of the eight step performance consulting process
The eight process consulting process is beneficial in numerous ways. It enables one to determine the exact problem facing a client. Further, one is able to verify whether there is need for conducting a training program so as to solve the problems. Otherwise, appropriate tools and skills are developed from the process. These skills can then be used to realize desired results.
Challenges and solutions to challenges experienced while implementing a PM system with a training component
There are various challenges one can face while implementing a PM system that has a training component. These include lack of adequate resources. Training requires time and financial resources. These may not be readily available in an organization. In addition, a PM system that includes training may be rejected by employees who oppose change. Most people fear change due to fear of uncertainty and lack of motivation to change. Nevertheless, employees can be motivated to accept change by being included in an organization`s activities. This will not only improve their morale but also make them appreciate the essence of change.
References
Barbazette, J. (2008). Managing the Training Function For Bottom Line Results: Tools, Models and Best Practices (Illustrated ed.). Hoboken, New Jersey: John Wiley & Sons.
Gilley, J. W., Dean, P. J., & Bierema, L. L. (2006). Philosophy And Practice Of Organizational Learning, Performance And Change (Illustrated ed.). New York: Basic Books.
