If you have been asked to address issues that may not be solved by training alone, this program is essential for you. Examine the difference between training and performance consulting roles and gain a blueprint for conducting performance consulting interventions. You will practice the concepts and skills through an engaging case study that simulates a consulting intervention from beginning to end.
This cross-functional team formed in January to help support major change efforts at MIT. All were loaned from their departments to work part-time on the team.
The team studied organizations cited for effective training including universities, hospitals, organizations in which research is a major component, and service organizations. This review of best practices reaffirmed that training does not function in a vacuum in highly effective organizations.
It works best when it is part of a larger, well-integrated system of human resource practices. The team wanted an effective process performance consulting business plan assemble a talented group of individuals well suited for the work that had emerged.
Thus, using a tool called the expert panel method, the team built competency models for the positions of Performance Consultant and Instructional Course Designer. Appendix I contains a detailed list of responsibilities, skills, and competencies for these positions. Two team members co-led the interview and, using competency-based selection techniques, determined how well the individual matched the competency model.
The candidate also gave a short, ten-minute presentation. The interviewers then decided whether the person would advance to the second stage. This stage consisted of three one-hour segments. First, the team leader met with the candidate for a one-on-one interview. Second, the candidate met with all the team members together to ask and answer questions.
And third, the candidate facilitated a mock meeting the context was provided one week prior to this stage. Team members roleplayed specific parts during the meeting while the facilitator helped the group come to a decision.
Although the hiring process was lengthy, it was successful. Linda Olson later joined the team as a part-time Administrative Assistant. This section describes that system and elaborates on two parts: Rather than operating as a collection of independent consultants, the team wanted a unified approach to leverage individual strengths, provide consistency of practice to clients, and focus on clear outcomes for the Institute.
Vision and Mission The internal system begins with the vision and mission. The team applies specific criteria to potential projects to determine which would be the best use of its resources.How to Write a Business Plan for a Consulting Business.
"Writing a business plan for a consulting firm sounds fairly straightforward because there are so many who call with performance. Consultants need business plans too!
Check out these sample business plans for consultants and consulting related businesses. They'll help you format your plan, get the details right, and give your business the best possible chance for success.
Human Capital Maximizers human resources consulting business plan executive summary.
Human Capital Maximizers is a human resources consulting company, serving emerging companies market. To increase our number of clients served by 20% per year . How to Write a Business Plan for a Consulting Business. "Writing a business plan for a consulting firm sounds fairly straightforward because there are .
an excerpt from Performance Consulting: Identifying the “IS” for Business and Performance 73 5 Identifying Causes and Solutions 99 6 Contracting with Clients PART THREE The Art of Performance Consulting 7 performance consulting theory and concepts are important, it is also critical.
Developing a Performance Plan The role of the performance plan consulting fully with colleagues and experts when writing a policy, an important deadline met, fewer customer/ service user complaints branch or team business plan Reflect on what you need and want to discuss.