fixing Annotated Bibliography essay

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this way. Joe was used to being an “intrepreneur,” someone who acts like an external consultant, but is actually working for the company full-time. The HR manager did not like Joe’s free-ranging style. Seeing the writing on the wall, Joe began to update his resume and plan for the possibility that he might one day be “downsized.” By the mid-1990s, the final bomb dropped: The board had decided to get rid of Joe’s department, and he had one year to find another job.

Then Joe had an idea. He went to the French chief executive officer (CEO), offered to resign at the end of the month instead of a year later, and instead of them buying him out, he offered to buy them out. He asked the CEO to take the dollars they would have spent on his department’s cost center and write him a retainer check. The retainer check would fund current projects to their conclusion, with Joe now acting as the CEO of his own consulting firm. The CEO thought that this was a very clever proposal, and ten minutes later, Joe was an external HPI consultant.

Joe is still on retainer with that company, and it accounts for a large percentage of his current company revenues. He continues to develop in the field of HPI by utilizing his great network of peers. He also is active in the International Society for Performance Improvement (ISPI), having recently chaired the Society’s awards committee for honoring exemplary work in the field of human performance technology. When asked what he enjoyed most about his career in HPI, Joe said, “When I know and can verify that I’ve made a difference and that I’ve been part of some worthy accomplishment.”

Dennis Mankin, who’s been in the HPI field for about 20 years, started off with an undergraduate degree in behavioral psychology. He studied Gilbert and Skinner and touched base with the works of Joe Harless as part of his studies. Upon graduating, Dennis took a job in sales and marketing with ABC Television and then with Ameritech. He rose to a position of leadership, which required him to coach and develop his own skills and those of others in the organization. In 1986, Dennis decided that he no longer wanted to be in sales and marketing, so he started his own business, delivering time management and project management training. About the same time, Paul Elliott was starting RWD Technologies. Dennis found the work that Paul was doing very interesting and watched Paul grow RWD Technologies into a pretty large organization. Dennis began to realize that training was only taking his clients part of the way. He wanted to apply what he knew from his degree program, so he started to get connected with those in the HPI field. Dennis joined Paul Elliott at a firm called Human Performance Technologies. HPT purchased the rights to Joe Harless’s tools and materials and began to offer workshops to teach other practitioners how to apply HPT in the workplace. Today, Paul and Dennis are managing partners in a company called Outcome Systems, along with two other partners, Mason Holloway and Dr. Karen McGraw. Dennis and Mason are also the managing partners of Platinum Performance Group.

In 2003 Dennis and Mason cowrote, and then copublished with ASTD, a set of paper-based tools and job aids for performance analysis called Performance DNA. These HPI tools and processes have been taught to thousands of people from at least 16 countries in just over three years since their launch. An electronic version of these tools was created through Outcome Systems, and they are described as

a software toolset to help the human performance improvement professional conduct complex analyses to improve performance more efficiently and effectively. Performance DNA Desktop provides support from project set up and management and reporting through the analysis phases:

Business Analysis Performance Analysis Key Performer Analysis Influence Analysis Analysis Consolidation and Reporting

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Performance DNA Desktop was developed to align with ASTD’s HPI certification program and provides the tools and templates the HPI professional needs to vastly improve the efficiency of data collection, analysis, integration, and reporting (www.outcomesys.com/products_desktop.htm).

Dennis likes to pick the brains of his colleagues in order to stay current in the field of HPI. He reads the most recent books and surfs the Internet for the latest articles and research on occasion. Dennis says that the best way to develop your skills is to use them and practice, practice, practice. He says that the most rewarding thing about a career in HPI is when “I see positive change and I see people getting past those barriers.”

Charles “Chuck” Harpham’s career began in public education. He taught at both secondary schools and community colleges. He eventually left the teaching profession to accept a training manager position in the manufacturing industry. His next step was to become a business HR manager. Chuck’s Manager of Human Resources at Baltimore Gas and Electric Company eventually asked Chuck and another colleague to become internal performance improvement