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Human Performance Technology (HPT) is the applied study and practice of improving organizational performance through training and non-training interventions. For practitioners working in this area that identify themselves as an HPT practitioner, organizational training and performance (OTP) specialist, or instructional designer—offering the right intervention set requires understanding of how humans work and function internally and within organizations that are bounded by environmental, societal, and economic realities. The HPT field is rooted in a multi-disciplinary knowledge base and has its own models and theories, which are generally developed by practitioners to guide their practice. Because HPT follows a systematic, data-driven process akin to action research, HPT practitioners are applied researchers even if they do not see themselves as such. What we need is more collaboration between scholars, practitioners, professional associations, and businesses to create a culture of engagement and involve everybody in the validation of applied research and theory development. 相似文献
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Eul‐Kyoo Bae 《Performance Improvement Quarterly》2002,15(2):47-60
Despite the existence of many comprehensive and user‐friendly guides to evaluate training programs, most practitioners have had difficulty assessing training effects on corporate outcomes. Research revealed that trainees, organizational, and training‐related factors might influence the effectiveness of training in terms of organizational performance. The current study examines the effects of trainee characteristics among those factors, specifically what kind of trainee characteristics could affect training effectiveness in terms of job performance in a company. In addition, telephone surveys were conducted to aid in understanding of the reasons for leaving and high turnover of company personnel. The current and terminated employees who went through training programs in the company differed when considering previous sales experience in years and type of sales experience as trainee characteristics factors, with those still employed having a statistically higher average number of years and a higher rated type of sales experience. The current employees demonstrated higher job performance. The implications of these results on the attainment of training effectiveness as well as the selection decisions in the organization are discussed. 相似文献
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Tomas R. Giberson 《Performance Improvement Quarterly》2015,28(2):7-26
This article provides a historical overview of industrial–organizational (I‐O) psychology and its relationship to the field of performance improvement (PI). I‐O's history is initially described within the context of the broad science of psychology. Key points of intersection between I‐O and PI are identified, including the behaviorist movement and I‐O psychologist Dr. Thomas F. Gilbert. The article then briefly reviews the typical training for doctoral and master's‐level I‐O students and concludes with observations regarding the field of PI from the viewpoint of an I‐O psychologist. 相似文献
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为了研究游戏教学在组织行为学教学中的效果,在近期教学中,我们作了尝试与研究。教学实践证明,这是一种教学创新,不仅能够充分调动学生的主动性,而且能够培养学生的团队精神和协作意识,培养学生参与管理实践的能力。 相似文献
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Scott P. Schaffer 《Performance Improvement Quarterly》2000,13(3):220-243
The frameworks or models used to conceptualize workplace performance are as diverse as the organisations they attempt to mirror. The purpose of this review was to examine a sample of the frameworks used to model human performance in organizations with respect to: 1) change orientation, 2) theoretical basis, 3) organizational results level, 4) unit of analysis, and 5) performance analysis. Organizational system and performance system frameworks were contrasted with systematic process models of performance improvement. Frameworks are defined as system‐orientod representations of the flow or linkages of resources, inputs, processes, goals, and results within and external to an organization. Performance improvement process models are defined as representations of systematic processes that define steps to be taken to implement a particular solution or identify a problem. It is recommended that solution designers blend frameworks of organizational system and performance system architectures into systematic, participatory design processes. 相似文献
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现代企业竞争的关键是人才竞争，而使人才充分发挥作用则是关键中的关键。为此必须优化人才成长的组织环境，最大限度地发挥人才的积极性、创造性，才能使人才的效能得以充分发挥。 相似文献
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许连 《商丘职业技术学院学报》2008,7(5):121-122
篮球运动中的组织型核心后卫是球队中起主导作用的人物,对组织型核心后卫的培养是缩短我国篮球与世界强队之间的水平急需解决的问题．采用文献资料、逻辑分析等方法,从组织型核心后卫概念、作用和基本素质的构成人手,对组织型核心后卫的选材、心理素质、基本功、战术意识、组织能力、观察能力的培养与训练进行了较为全面的论述,以期指导篮球运动训练实践． 相似文献
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Business students are thoroughly schooled about the importance of measurement systems that, by their very nature, are designed to accurately measure the past performance of organizations, departments, and individuals. This article describes a team‐based, active‐learning exercise that clearly illustrates an additional important and often underemphasized aspect of performance measurement systems—their influence on individuals’ future behaviors and organizations’ future performance. 相似文献
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《沙洋师范高等专科学校学报》2021,(5):54-59
领导过程中出现悖论现象,根据领导过程中出现悖论现象推断组织中存在悖论式领导,由于组织绩效受到组织领导类型和组织环境的影响,悖论式领导对组织绩效产生哪些影响是研究的主要问题。文中首先描述了企业管理过程中的悖论现象,以及悖论式领导出现的情境,根据文献对悖论式领导的本质特征分析,领导过程和领导职能悖论分析,领导者和领导方式分析,进一步提出本文研究假设,悖论式领导的出现,悖论式领导行为削弱和加强,悖论式领导选择的领导方式能够促进组织绩效提升。依据传统领导理论,构建悖论式领导评价指标,设计调查问卷获取数据,采用经济计量模型对领导者本身,领导环境以及在领导过程中的悖论现象进行实证分析。主要辨析出悖论式领导产生行为,领导过程和领导方式对组织绩效的影响,悖论式领导在组织发展过程中,领导情境和任务关系与领导自身的悖论行为的关联。研究结论为悖论式领导者提升组织继续提出决策参考建议。 相似文献
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通过对文献的梳理,研究了以往理论与实证研究对中介变量的选择,对比较常用的中介变量的作用机理进行了分析,并对未来的研究方向予以展望. 相似文献
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此研究采用修订的高校组织气氛问卷和工作绩效问卷对135名杭州高校专职辅导员进行了调查,分析了高校组织气氛对辅导员工作绩效的影响,并揭示了高校组织气氛与辅导员工作绩效的相关关系。 相似文献
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Lois Wright 《Performance Improvement Quarterly》2003,16(4):5-22
A persistent concern of those involved with planning, delivering, and evaluating training as well as of managers is whether training “works.” Addressing that question, this paper proposes that training must be integrated into other aspects of the organization if it is to achieve lasting results. In other words, training must be viewed within its organizational context rather than as a stand‐alone activity. Viewing training contextually raises both training implementation and training evaluation issues. From the implementation perspective, issues abound concerning the best way to link training with other parts of the organization to enhance its effectiveness. From the perspective of evaluation, the difficult issue of accountability arises: Training cannot take responsibility for things beyond its control, but it also cannot abdicate responsibility. How does shared responsibility for results work within an organization? This paper explores these issues by reviewing literature related to training in context, presenting a model for understanding training within an organizational context, and presenting practice implications for trainers. 相似文献
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Feng‐Kwei Wang 《Performance Improvement Quarterly》2006,19(2):173-188
Research and practice in human performance technology (HPT) has recently accelerated the search for innovative approaches to supplement or replace traditional training interventions for improving organizational performance. This article examines a knowledge management framework built upon the theories and techniques of case‐based reasoning (CBR) and Nonaka's (1991, 1994) knowledge conversion model to shed light on how organizational performance can be enhanced by leveraging organizational knowledge represented as cases to support learning, working, and innovation of knowledge workers. This framework offers HPT practitioners new ways of thinking and methods for the design of performance support interventions by which organizational knowledge is stored, codified, delivered, and acted upon in context, on demand, and at the point of need. This paper describes a project, Knowledge Innovation for Technology in Education (KITE), which was designed to support professional development of teachers using CBR and knowledge conversion theories. 相似文献
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Richard F. Miiro Frank B. Matsiko Robert E. Mazur 《The Journal of Agricultural Education and Extension》2013,19(1):65-78
AbstractPurpose: This study sought to determine the influence of training transfer factors and actual application of training on organization level outcomes among farmer owned produce marketing organizations in Uganda.Design/methodology/approach: Interviews based on the Learning Transfer Systems Inventory (LTSI) were conducted with 120 PMO leaders trained in partnership management skills by a four year extension project. Data were collected on training transfer factors, transferred training, and training related organization level outcomes. Data were analyzed by OLS hierarchical regression analysis.Findings: The performance of the producer marketing organizations in terms of ‘improved inter-organization relations’ and ‘improved services’ was found to be significantly predicted by ‘personal capacity to transfer,’ ‘receiving feedback,’ and ‘resource availability.’Practical implications: Rural service providers who build capacity of local organizations can use this knowledge to pursue certain strategic human level organizational outcomes by manipulating transfer system factors such as providing feedback and supportive resources to help trainees.Originality/value: The LTSI model has been tested for its role in explaining human level organizational outcomes in a developing country setting. We have also seen that specific training transfer system factors will be responsible for certain elements of the multidimensional outcomes of training. 相似文献
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Taesung Kim 《Performance Improvement Quarterly》2015,27(4):7-28
The current research examined the structural relationship between organizational investments in employee development and career development interventions, organizational human capital, and organizational long‐term performance in the Korean business context. Four research questions were examined using the survey data with 469 sample corporations from the Human Capital Corporate Panel (HCCP) 2009 data set (the data set collected and shared for research purposes in Korea). The statistical strategies included measurement testing and examination of the predictive and mediating relationships between the variables, followed by the effect size comparison. The results of the statistical analyses indicated that the positive impacts of employee and career development interventions on organizational process and customer competencies are fully mediated by improved organizational human capital. That is, no statistically significant relationship between the learning interventions and organizational long‐term performance was established without the critical mediating role of human capital. Based on the empirical findings, this research suggested implications for practice and recommendations for future research. 相似文献
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教育场域中的制度同形与组织绩效 总被引：1，自引：0，他引：1
依据新制度主义分析视角,教育场域中的高校运行于高度制度化的组织环境,高校对制度理性的仪式性遵从导致了场域中惊人的制度同形.但是,高校藉此确立自身合法地位的制度同形过程,与以竞争和绩效为导向的不确定性技术活动存在强烈冲突,为解决这一冲突,高校有必要通过结构要素脱藕与关注信心逻辑来达成合法性与组织绩效的适度平衡. 相似文献