From Training to Performance Improvement: Navigating the Transition
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The global recession prompted as a result of a number of causes is a ghastly piece of news for every enterprise in every country all through the world. Final Tab – Customer log off letter on completed work together with commonplace testimonial letter signed by customer, itemizing buyer’s name and phone data together with permission to make use of the testimonial in marketing and as a reference for potential prospects. You will switch copies of each testimonial letter to a separate binder that you will take with you to each prospect. This testimonial binder could be the solely factor separating you out of your competition. It provides assurance to prospects that you take buyer satisfaction very significantly and would be the difference maker. It allows prospects an opportunity to achieve out to previous prospects to be able to acquire references. It additionally exhibits the prospect your organization could be very organized and well run. Lastly, have a picture of the before and after on every job in this binder.
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Snippet : Achieve measurable gains! Organizations are spending millions of dollars every year training employees. Yet why are organizations sending their employees to training? They often don’t know. Training is a quick fix; many managers don’t believe that it really works. But even if it isn’t the appropriate solution to a problem, many organizations automatically implement training for lack of a more reasoned, thoughtful alternative. Here’s the approach you’ve waited for: performance improvement. Jim Fuller and Jeanne Farrington show you how to achieve measurable gains by implementing this cutting-edge technique at your organization. “A practical guide for identifying and eliminating the root causes of business problems. Business leaders and human resource professionals responsible for turning around bottom-line results will find From Training to Performance Improvement well worth the read.” — Kathleen Dalton, Procter Gamble “Clear, concise, and compelling. This book is a great asset for executives and management teams who are seeking ways to make changes that will count.” — James J. Hill, manager of executive education, Sun Microsystems “A must for human resource development professionals and managers interested in moving their organizations from training to a business-goal focused performance improvement system. Fuller and Farrington have ‘been there.’ They give the reader the benefit of their considerable experience on how to guide large and small organizations toward a human performance technology strategy. Unique, persuasive, and field-tested.” — Richard E. Clark, professor and director, doctoral program in human performance at work, University of Southern California You’ll learn how to: * Explain and sell the notion of performance improvement to organizations * Surmount obstacles that can prevent organizations from achieving their full potential * Demonstrate the results of your efforts . . . and much more! As director of learning at a Fortune 20 company, where he worked for eighteen years, Jim Fuller helped to lead his corporation to a performance breakthrough. In this hands-on resource, Fuller and seasoned consultant Jeanne Farrington show you how to make this transition at your organization.