modelling behavior to increase employee performance in organizations

8/3/2019 Modelling Behavior to increase Employee Performance in Organizations

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The Process1-Needs

Assessment

2-Behavioral

Objectives

3-Performance

Pre-test

4-Transfer

Contract

Your Training

5-Transfer

Diagnosis

6-Action Plan

7-Transfer

Follow-up

8-Transfer

Evaluation

9-Return on

Investment

Supervisor and Trainee

agree on:

Performance Goals

Supports

Resources

PayoffsConfidence

Access to global best practices

data base; poll to identify

which measures help trainees

overcome transfer barriers

Measure change in

behavioral objectivesand transfer system

Designed to

create high

transfer potential

copyright Learning Transfer Solutions Global LLC

Based on needs

assessment

Use Learning Transfer System InventoryTM

(LTSI) to diagnose 16 barriers to learning

transfer

Identify high-impacttraining needs

Baseline measure of

performance on

behavioralobjectives

Remind trainees of

action plans/goals

and collect real-time

feedback on

challenges they face

Estimate ROI using a

research-based

method with easy to

obtain data

After

Before


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1-Needs Assessment

Two types of scales: skills gapand task analysis

Identify high-impact

training needs.

Participants and supervisors

answer survey to identify high

impact behaviors


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Needs assessment reports provide you quick

and easy guidance so you can target high-

impact training!

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copyright Learning Transfer Solutions Global LLC4


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2-Behavioral Objectives

Simple and elegant competency

library.

Enter or import behaviors once and

you never have to enter them again.

Your training staff will always havethe right ones at their fingertips.

Based on needs

assessment.


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3-Performance Pre-test

Up to 5 types of raters.

Components of survey consist of the

behavioral objectives to be focused

on in training.

A highly detailed picture of how an

employee is performing before

training.

360 degree performance

analysis to measure

baseline performance on

behavioral objectives.


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4-Transfer Contract

Get supervisors support before the

course starts.

Supervisors actively enable learning

transfer; Participants are made

responsible of transfer.

Supervisor and Trainee

agree on:

Performance Goals

Supports

Resources

Payoffs

Confidence.

Supervisors and employees agree

upon seven aspects determining

high level transfer.


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5-Transfer BarrierDiagnosis

The LTSITM (Learning Transfer

System InventoryTM) is the only

globally and scientifically validated

questionnaire to diagnose 16 factors

affecting transfer.

Diagnoses Trainees capacity and

motivation to apply learning in the

workplace and obstacles coming

from work environment.

Shows exactly where the problem is.

Use Learning Transfer

System InventoryTM

(LTSI) to diagnose 16barriers to learning

transfer.


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Trainees fill out the LTSI.

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An LTSI report is generated.

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6-Action Plan to reducebarriers to learning

transfer

Strategies and measures to

overcome barriers to transfer

Ask participants which measures

help the most and implement an

Action Plan

Access to global best

practices data base; poll to

identify which measures

help trainees overcome

transfer barriers.

Developed throughout working with

companies all over the world


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An LTSI report is generated.

TransferLogixTM suggests transfer strategies.

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7-Transfer follow-up toremind trainees about

training objectives

Remind trainees about the

behavioral changes they should

demonstrate in the workplace.

Empower them to manage their own

performance goals.

Collects real-time feedback fromtrainees so you know the progress

they are making and any additional

help or support they need.

Remind trainees of action

plans/goals and collect

real-time feedback on

challenges they face.


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Then collect feedback from trainees.


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Then collect feedback from trainees

and monitor their progress.


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8-Learning TransferEvaluation

Find out whether the measures

implemented overcame the barriers

to learning transfer.

Evaluate performance after training,by means of a 360 degrees

evaluation (or a partial 360).

Compare the level of performance

after training with the baselineperformance, to identify the level of

learning transfer which determines

the ROI of the course.

Measure change in

behavioral objectives and

transfer system.


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TransferLogixTM generates a Mini-LTSI report

displaying the results of the post-test.

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9-Estimating training ROIMeasure performance before and

after training, add some cost data

and the system automatically

calculates your training ROI.

This method, Utility Analysis has

been shown to be valid by 70 yearsof sound research.

Estimate ROI using a

research-based method

with easy to obtain data.


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And the process is completeCreating transfer is just a few clicks away.

For more information or to start using TransferLogixTM,

contact us or your distributor today!

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modelling behavior to increase employee performance in organizations

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