The Predictive Evaluation (PE) model is a training and evaluation approach with the element of prediction. PE allows trainers and business leaders to predict the results, value, intention, adoption, and impact of training, allowing them to make smarter, more strategic training and evaluation investments. PE is invaluable for companies that…

High-performing organizations and performance improvement professionals frequently speak about the alignment of their instructional curricula with the needs of the business. However, they often lack a systematic methodology for performing that alignment. This article presents such a method. The process provides the ability to better support…

The assessment interaction plan (AIP) is a performance support tool developed by members of the Canadian Defence Academy's Directorate of Learning Innovation. This article provides a brief overview of the performance gap that led to the creation of the AIP, its function within the overall courseware design process, a description of its components,…

This article questions commonly held beliefs about training as a component of performance improvement solutions. Rather than being based on theoretical and empirical support, many beliefs about training are based on little more than myth. Part 1 of this article presents myths about the relationship of training and performance and myths about…

In the right hands, learning objectives are great tools for clarifying thinking, breaking down learning into component parts, creating a logical order to learning, and demonstrating that a learning intervention is successful. Mostly, however, they have become cliches. With the industry's tendency to use them as pro forma media bites, they tend to…

Discusses instructional development for human resource development and performance improvement programs that optimize business results. Identifies and defines five key variables: instructional approach, learner role, learning objective, intended outcome, and expected behavior; that can inform the most relevant instructional methods to create a…

Strategic plans and performance objectives define the results to be accomplished, but selecting a suitable set of performance technologies for your organizations requires more than just knowing the intended benefits. The systematic procedures described in the article will guide you through practical processes and valuable tools for identifying…

Companies are scrutinizing resources they allocate to performance programs and are asking questions like: "What is the value?" and "How do you know?" This article advocates for an increased focus on the return on expectations (ROE) via evidence of the three Cs: consensus, correspondence, and consistency. (Author/AEF)

Presents nine strategies for gathering information on training effectiveness via: telephone, e-mail, mail-in survey, postcards, online bulletin board, a visit to the human resources department, the strategic plan, focus group, and end-of-course evaluations. (AEF)

The United States Coast Guard uses training situation analysis (TSA) to develop quantified training requirements, collect training and non-training performance data, and overcome turf issues to focus on performance outcomes. Presents the 1947 MLB (Motor Lifeboat Project) as a case study. Outlines 11 steps in the TSA needs analysis for teams and…

Provides eight reasons why a trainer with an instructional technology background and an employee-centered focus on performance improvement should be involved in solving human performance problems. Abilities highlighted include: systematic thinker; systemic thinker; analytical; team player; excellent interpersonal and communication skills; knowing…

Suggests that training should be tied in to the strategic and operational goals and objectives of a company. Topics include the emergence of the knowledge society; changes in global economies; today's workforce training needs; how to link employees to business strategy; and why training doesn't always produce expected results. (LRW)

Discusses the use of HPT (human performance technology) to get results that add value. Topics include ISD (instructional systems design) and desired results, other than achieving agreed-on learning objectives; cost effectiveness; systemic approaches; and results that can be seen in the performance of individuals. (LRW)

Explains how to conduct an organization's performance analysis that focuses on customer needs by identifying the desired state, determining the current state, and identifying the current or predicted gap in performance. Considers the organization's mission, a vision or strategic plan, the organization's cultural values, and organizational goals.…

Examines employer-assisted tuition support as a means that organizations use to improve human performance, considers how these programs are aligned with the overall strategic interests of the organization, and makes recommendations about how to measure performance improvement efforts in alignment with organization strategy. (LRW)