Rothwell W.J. - Beyond Training and Development[c] The Groundbreaking Classic on Human Performance Enhancement (2004)(2-e)(en)

Human Performance Enhancement Competency

Future Importance

Present Competence

Rate the future importance of each competency

Not at

Little

Some

Much

Very

Not at

Little

Some

Much

Very

and your present competency level of each of the

all

Much

all

Much

following HPE competencies for your job

category in the organization

1

2

3

4

5

1

2

3

4

5

31.

Ability to identify possible HPE strategies

1

2

3

4

5

1

2

3

4

5

32.

Ability to benchmark/compare the appli-

1

2

3

4

5

1

2

3

4

5

cation of HPE strategies in other organiza-

tions and in one corporate culture

33.

Ability to excite enthusiasm among oth-

1

2

3

4

5

1

2

3

4

5

ers about planning and implementing

HPE strategies on an organizational scale

34.

Ability to involve and empower others in

1

2

3

4

5

1

2

3

4

5

the process of selecting HPE strategies

on an organizational scale

35.

Ability to excite enthusiasm among oth-

1

2

3

4

5

1

2

3

4

5

ers about planning and implementing

HPE strategies specific to work methods

or processes

36.

Ability to involve and empower others in

1

2

3

4

5

1

2

3

4

5

the process of selecting HPE strategies

linked to the work

37.

Ability to identify and apply HPE strate-

1

2

3

4

5

1

2

3

4

5

gies at the level of individual workers

38.

Ability to involve and empower the worker

1

2

3

4

5

1

2

3

4

5

in the process of selecting HPE strategies

linked to the individual

39.

Ability to forecast the likely conse-

1

2

3

4

5

1

2

3

4

5

quences of HPE strategies as they may

eventually affect relations with custom-

ers, suppliers, distributors, and other ex-

ternal stakeholders

40.

Ability to forecast the likely conse-

1

2

3

4

5

1

2

3

4

5

quences of HPE strategies as they may

eventually affect intergroup and intra-

group relations and performance inside

an organization

41.

Ability to forecast the likely conse-

1

2

3

4

5

1

2

3

4

5

quences of HPE strategies on work pro-

cesses and methods

42.

Ability to forecast the likely conse-

1

2

3

4

5

1

2

3

4

5

quences of HPE strategies on individual

workers

Competency Score by Role

Future Importance Score

Present Competence Score

Human Performance Enhancement Competency

Future Importance

Present Competence

Rate the future importance of each competency

Not at

Little

Some

Much

Very

Not at

Little

Some

Much

Very

and your present competency level of each of the

all

Much

all

Much

following HPE competencies for your job

category in the organization

1

2

3

4

5

1

2

3

4

5

Action Plan Facilitator

(Establishes an action plan

for the implementation of

HPE strategy)

43. Ability to prepare and coordinate the

1

2

3

4

5

1

2

3

4

5

preparation of action plans for HPE strat-

egy, integrating them with organizational

strategic plans

44. Ability to prepare and coordinate the

1

2

3

4

5

1

2

3

4

5

preparation of action plans for HPE strat-

egy, integrating them with organizational

culture, structure, and politics

45. Ability to prepare and coordinate the

1

2

3

4

5

1

2

3

4

5

preparation of action plans for HPE strat-

egy, integrating them with work pro-

cesses and methods

46. Ability to prepare and coordinate the

1

2

3

4

5

1

2

3

4

5

preparation of action plans for HPE strat-

egy, giving each worker a say in decisions

and actions affecting him or her

Competency Score by Role

Future Importance Score

Present Competence Score

47.

Ability to implement, or coordinate imple-

1

2

3

4

5

1

2

3

4

5

mentation of, HPE strategies, integrating

them with organizational culture, struc-

ture, and politics

48.

Ability to implement, or coordinate imple-

1

2

3

4

5

1

2

3

4

5

mentation of, HPE strategies, integrating

them with work processes and methods

49.

Ability to implement, or coordinate imple-

1

2

3

4

5

1

2

3

4

5

mentation of, HPE strategies, giving each

worker a say in decisions and actions af-

fecting him or her

Competency Score by Role

Future Importance Score

Present Competence Score

Assessing Human Performance Enhancement Competencies

Human Performance

Enhancement Evaluator

(Evaluates results before,

during, and after imple-

mentation, feeding inform-

ation back into step 1 of

the model)

50.

Ability to evaluate, or coordinate evalua-

1

2

3

4

5

1

2

3

4

5

tion of, HPE strategies, integrating evalu-

ating processes with organizational

strategy evaluation

51.

Ability to evaluate, or coordinate evalua-

1

2

3

4

5

1

2

3

4

5

tion of, HPE strategies, integrating evalu-

ation processes with corporate culture,

structure, and politics

52.

Ability to evaluate, or coordinate evalua-

1

2

3

4

5

1

2

3

4

5

tion of, HPE strategies, integrating evalu-

ation processes with work processes or

work methods

53.

Ability to evaluate, or coordinate evalua-

1

2

3

4

5

1

2

3

4

5

tion of, HPE strategies, giving each

worker a say in evaluation processes and

in feeding results back into future HPE

strategies

Competency Score by Role

Future Importance Score

Present Competence Score

Role Category

Scores

Future Importance

Present Competence

Role

Possible Developmental Activities