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1.
In this second part of a two‐part series, a panel of experts indicated that human performance technology (HPT) research is being adequately conducted but not properly used in practice. They stressed a need for more applied research and more extensive use of case studies. They also provided their perspectives about the influences of other fields on HPT, suggesting the need for HPT to align more closely with other disciplines that address issues of human and organizational performance. 相似文献
2.
Despite its existence for over six decades, the practice of human performance technology (HPT) has not been widely accepted within organizations. Varying levels of confusion surround the understanding of HPT, which has been influenced by myriad fields and disciplines. Although HPT is focused on improving performance at the organizational, team, and individual levels, it does not own the practice of performance improvement. The goal of optimal performance across various functions and levels within an organization is not confined to HPT but extends to process improvement, human resource development, organizational development, knowledge management, and several other areas. Therein lies the problem: A lack of consideration about the boundaries that delineates the field has ramifications for both the research on and the practice of HPT. This study examines the domains and disciplines that HPT proponents consider central to the field. 相似文献
3.
John R. Turner 《Performance Improvement》2011,50(7):25-32
Addressing metacognitive functions has been shown to improve performance at the individual, team, group, and organizational levels. Metacognition is beginning to surface as an added cognate discipline for the field of human performance technology (HPT). Advances from research in the fields of cognition and metacognition offer a place for HPT to expand its theoretical base. This article summarizes current theories of metacognition and presents a new metacognitive model for HPT. 相似文献
4.
Jesse Sostrin 《Performance Improvement》2011,50(8):17-23
This article presents a systemic, research‐based cause analysis model for use in the field of human performance technology (HPT(. The model organizes the most prominent barriers to workplace learning and performance into a conceptual framework that explains and illuminates the architecture of these barriers that exist within the fabric of everyday organizational life. The model has broad implications for HPT scholars and practitioners. 相似文献
5.
Florence Martin Herman A. Hall Amanda Blakely Matthew C. Gayford Erin Gunter 《Performance Improvement》2009,48(3):26-35
This case study describes the step‐by‐step application of the traditional human performance technology (HPT) model at a premier kayak company located on the coast of North Carolina. The HPT model was applied to address lost revenues related to three specific business issues: misinformed customers, dissatisfied customers, and guides not showing up for tours or lessons at the kayak company. The case study includes problem statements, organizational analysis, environmental analysis, gap analysis, cause analysis, and proposed interventions. 相似文献
6.
Yonjoo Cho Sung Jun Jo Sunyoung Park Ingu Kang Zengguan Chen 《Performance Improvement Quarterly》2011,24(1):69-95
This study conducted a citation network analysis (CNA) of human performance technology (HPT) to examine its current state of the field. Previous reviews of the field have used traditional research methods, such as content analysis, survey, Delphi, and citation analysis. The distinctive features of CNA come from using a social network analysis approach to see relational and network patterns in the citation data. This CNA found that the Performance Improvement Quarterly network showed more widely but loosely connected and less centralized structural attributes than the human resource development network; the 10 most influential articles in the field were identified; frequently co‐cited articles were recognized as having a strong relationship by subsequent researchers; and five cohesive subgroups showed key topics in the field (performance, instructional design, performance support, organization/workplace, and transfer of training). Implications from the results of the CNA were elaborated on for future research in HPT. 相似文献
7.
Fifteen human performance technology experts participated in a survey investigating HPT's current status, future trends, and issues. Although HPT is not fully recognized in many organizations, such strengths as systems thinking and multidisciplinary approaches to performance problems are valued. Weaknesses reported are the rare use of HPT in small organizations, falling for quick fixes, and shortcomings in evaluation. HPT professionals need to do better at clarifying HPT principles, communicating HPT values, and demonstrating HPT's organizational impact. 相似文献
8.
This study explores the issues in the development and application of a competency model and provides implications for more precise integration of competencies into human resource (HR) functions driving performance improvement. This research is based on a case study from a Korean consumer corporation. This study employed document reviews, observation, and interviews. Although competency modeling is time‐consuming work, this study's results found that it can be a helpful intervention tool for improving HR performance in several ways. Furthermore, the results identified critical issues for success in each aspect of competency modeling. This article offers practical and useful insights into the relationship between competency modeling and HR performance improvement. 相似文献
9.
Dawn M. Aziz 《Performance Improvement》2013,52(6):28-35
What are the similarities and differences between instructional systems design, organization development, and human performance technology/improvement (HPT/HPI)? This article defines these fields and highlights how they contribute to the performance improvement domain. With Rossett's view of HPT as a “perspective, or habit of mind, that inclines us towards data, analysis, systems, alignment and partnerships” (A. Rossett, personal communication, October 28, 2012), HPT/HPI will be presented as the overarching framework for selecting and measuring instructional systems design or organization development interventions. 相似文献
10.
Deepak Prem Subramony 《Performance Improvement Quarterly》2006,19(2):115-134
This article attempts to showcase how one particularly financially endowed organization is seeking to modify its instructional and organizational practice to better serve its Iñupiat (Eskimo) target/client population. This is an extreme and instructive situation of socio‐cultural tension that provides interesting contrasts with the issues of performance in culturally diverse corporations, governmental and non‐governmental organizations. Considering the thematic argument made in this issue that multiple levels of analysis are sometimes required in developing human performance interventions in complex socio‐cultural contexts, this author observed that running a school system conceived almost entirely along Western lines while serving a predominantly non‐Western population leads to some problems at the macro, meso, and micro levels. This strongly suggests that, in today's cross‐ and multi‐cultural organizational contexts, human performance technology (HPT) analyses and interventions must unearth the rich complexity of issues embedded in our increasingly complex world or suffer the consequences of doing more harm than good. 相似文献
11.
Thomas M. Schwen Howard K. Kalman Noriko Hara Eric L. Kisling 《Educational technology research and development : ETR & D》1998,46(4):73-89
This article considers three aspects of the knowledge management (KM) literature that have the potential to enhance human
performance technology (HPT) research and practice. First, we believe the recent attempt by economists to describe and quantify
intellectual capital can help HPT to better evaluate and defend organizational expenditures/investments for performance improvement
initiatives. Second, the emerging KM literature explores the linkages between information, learning and performance, provides
a common point of intersection for our fields, and can enhance our analysis and implementation of information (as opposed
to training) solutions as well as inform and expand our conceptual and theoretical understanding. Third, we have observed
that both KM and HPT practitioners are increasingly concerned with the learning that takes place outside the confines of traditional
formal training environments. We briefly review the electronic performance support systems literature from HPT and KM, noting
the similarities in epistemology, design, and interventions. Finally, we highlight the KM research agenda and suggest related
opportunities for HPT research. 相似文献
12.
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
13.
Drew Suss 《Performance Improvement Quarterly》2015,27(4):49-75
The world of work is changing and we must adapt how we apply human performance technology (HPT) expertise to address our 21st century challenges. This is a formidable challenge. The scholar‐practitioner model seems ideally suited to this high‐speed world by combining the ability to apply theory and rigorous processes to solve practical problems. The T4 MAP (T4) models a new action research process grounded in human and organizational development (HOD) theory. It incorporates quantitative and qualitative data and so equips scholar‐practitioners and practitioners to address workplace problems and advance theory by enabling a deeper contextual understanding of people in the organization. A T4 pilot demonstrated the ability to generate salient data that helped teams identify performance improvement opportunities and enabled participants to take accountability for implementation. It offered a basis for grounded theory and presented opportunities for future research. 相似文献
14.
Typically the human performance technology (HPT) process is regarded as a tool for use when analyzing performance gaps in functional or larger organizational units. This case study demonstrates the application of the HPT process in a one‐to‐one relationship between a manager and a direct report. Specifically, the process is used to analyze the cause of the gap between an employee's exhibited performance and the desired performance. 相似文献
15.
To be useful to both human resources development professionals and human performance technology (HPT) practitioners, the process for developing validated employee selection instruments must also be user friendly. By following the procedures outlined in this study, user‐friendly pre‐employment tests can be developed that are also fair and content valid. HPT knowledge and support of these procedures will greatly increase the efficiency of the selection process and ensure that the organizational performers are selected according to standardized criteria. 相似文献
16.
This case study describes how the human performance technology model has been applied to enhance the performance of a small yoga studio—Salty Dog Yoga & Surf of Carolina Beach, North Carolina. An analysis of Salty Dog's organizational performance revealed several ongoing challenges, including issues with sales, strategic planning, and division of labor. An environmental analysis found that Carolina Beach's market is strong enough to support a full‐time local yoga studio, while an organizational analysis uncovered multiple issues with strategic vision, resource deployment, and training policies. 相似文献
17.
The human performance technology (HPT) model suggests various interventions to meet organizational challenges. While the original model includes a matrix to match an intervention according to a performance analysis, accumulated experience and recent research show that there are several parameters that will influence the validity and effectiveness of the solution. This article offers a 360‐degree approach to support the use of a performance model that helps practitioners to select the proper HPT intervention according to key attributes that influence the solution. Successful implementation, such as target audience characteristics and work processes that are at the heart of organizational needs, are examples of the benefits provided by this approach. The model is based on research conducted by Gal and Nachmias (2011, 2012) concerning performance support solutions success factors in corporate settings. In addition, experiences gained by both authors as they implemented HPT solutions in large organizations are considered. 相似文献
18.
G2000's HR Execution Excellence—Retail Attendance System was one of the innovative projects to receive the ISPI Award of Excellence in 2016. It is a continuous improvement project that applies the concept of holistic human performance improvement using an ISPI human performance technology (HPT) model (ISPI, 2012) to streamline the front‐end and back‐end processes of our Retail Attendance System. As a result, it leads us to achieve one of our business goals: employment regulatory compliance. In our case, the project team was tasked with seeking solutions to ensure that the payroll process for retail staff could be performed accurately and in a timely manner. After applying the HPT model to conduct the gap analysis and identify the causes or factors that were limiting our performance, we integrated the concept of human‐centered design approach at the solution‐design phase of the project, to lead us to innovative solutions. 相似文献
19.
Aaron U. Bolin 《Performance Improvement》2006,45(9):20-21
The International Society for Performance Improvement's journal Performance Improvement has invited readers to submit human performance technology (HPT) tools for publication. These can include ready‐to‐use job aids or tools and templates that can be used to facilitate activities such as gap analysis, process flow mapping, performance consulting, instructional design, e‐learning, on‐the‐job training, solution design, and performance measurement and evaluation, to name a few. We are looking for a variety of instruments that are consistent with the principles of HPT, have broad appeal, and are applicable to a variety of workplace situations. In all cases, tools should focus on adding value to individual, team, or organizational performance. Our submission this month is from Aaron U. Bolin, CPT, PhD, of the U.S. Navy Human Performance Center. 相似文献
20.
Human performance technology (HPT), like other concepts, models, and frameworks that we use to describe the world in which we live and the way we organize ourselves to accomplish valuable activities, is built from paradigms that were fresh and relevant at the time it was conceived and from the fields of study from which it grew. However, when the frameworks used by practitioners grow out of similar paradigms, important things can be missed when designing solutions in performance environments simply because of their practical limitations and exclusion of issues that may warrant our attention. This article looks at the paradigms most commonly used to explain performance environments, both within HPT and by those from other fields. From this a synthesized approach to solving perceived problems in performance environments is provided that introduces Soft Systems Methodology to the HPT practitioner, an approach built on premises very different from those commonly utilized in HPT frameworks. 相似文献