Performance Resource Center
As training departments look for opportunities to add
value to their organizations, one method could be to turn their unit into
a Performance Resource Center. This will add to their usual offerings by
providing a range of ways to develop performance.
The following are ideas for creating a “performance
resource center” approach that begins integrating training into the work
Prepare the learner with information,
personal call, and follow-up material.
Involve the supervisor by providing a
“coaching packet” on how to help the learner use the new information or
apply the new behavior.
Work with other staff groups to provide
training linked with any new policy, procedure or process.
Example: Interviewing Skills for a group
that’s about to hire staff
Take the training right into the staff
Example: Team desires to improve
effectiveness. A simple survey could be completed and the team members
review results and agree on some changes.
training to the work the group is about to start, i.e. “learn while
process improvement team could go through a chartering process where the
members not only learn team startup but complete their own charter.
time" topics are: meeting management, project management, problem
solving, and process improvement.
Add tools or information on the computer
for future reference.
Example: Management Skills and Practices
Topics that can be accessed after the training as a review
Talented supervisors and managers may benefit from individual coaching
or consulting to become aware of developmental areas and ways to
The purpose of this
“resource center” approach is to provide a variety of ways to support
managers and supervisors in reaching organizational goals by developing
their most important resource.