Instructions. Training Departments must do more than just training in the future. One possible role is for them to function as Human Performance Improvement Departments.

When that idea is first raised, however, it is not always clear to Human Resource Development (HRD) practitioners, line managers, or others what a Training Department should be doing if it is to function frequently and effectively in doing human performance improvement work. That is the purpose of this instrument.

The instrument can be used to poll HRD practitioners in the organization regarding their perceptions of how often and how well the Training Department does human performance improvement work. The instrument can also be used to poll line managers about how often and how well they perceive the Training Department to be doing human performance work. Once the instrument has been administered to one or both groups, it can be a starting point for establishing action plans to "reinvent" or "reengineer" the Training Department as a Human Performance Improvement Department.

In the items that follow, ask the respondents to rate how frequently and how well they believe the Training Department produces the outputs associated with human performance improvement work. In the center column, ask the respondents to rate, by circling a number, how frequently they believe the output is produced by the Training Department. Advise them to use the following scale for the center column:

• 1 = Never

• 2 = Seldom

• 3 = Occasionally

• 4 = Often

• 5 = Very Often

Then,...