The field of training and development has been increasingly affected by knowledge management, performance support, and learning technologies, yet the impact of these disciplines has typically been disjointed and uncoordinated. Projects in each of the disciplines are often implemented systematically, but not systemically. To take full advantage of…

Today, collecting, evaluating, and analyzing data--the basic concepts of scientific study--usually involves electronic probeware. Probeware combines sensors that collect data with software that analyzes it once it has been sent to a computer or calculator. Science inquiry has benefited greatly from the use of electronic probeware, providing…

This document contains four papers from a symposium on the human resource development (HRD) function in organizations. In "Comparing Quality Profiles of Training Organizations--A Multi-Level Approach" (Martin Mulder), analysis of over 1,300 training projects indicates that variation in quality is almost entirely explained by the…

Recent work with automotive e-commerce clients led to the development of a performance analysis methodology called the Seven Performance Drivers, including: standards, incentives, capacity, knowledge and skill, measurement, feedback, and analysis. This methodology has been highly effective in introducing and implementing performance improvement.…

Outlines the benefits of human performance assessment and examines the reasons why testing hasn't become a general practice in organizations. Describes five steps in creating a test/assessment instrument: analysis; construction; reliability; validity; and setting standards. (AEF)

Discusses the historical development of "hard" and "soft" systems thinking traditions and examines how these traditions have been understood and applied in the field of instructional development. Proposes the need for a synthesis of the two traditions in planning, implementing, and evaluating instructional programs. (AEF)

Describes the importance of leadership as an informing and unifying discipline for the preparation of performance technologists and explores the impact of this orientation on a pertinent course at Western Michigan University. Topics include leadership behaviors, vision, motivation, conflict, decision making, communication, change, followership,…

Discussion of human performance technology tools for instructional design focuses on incentives and competence. Highlights include quality, organizational goals, feedback, employee attitudes, working conditions, deadlines, standards, training, a balance of forces, and partnerships. (AEF)

Argues that a process orientation, rather than a focus on inputs and outputs, offers performance technologists a more direct way of contributing to the realization of key business goals and more effectively focuses training and development on performance issues. Process redesign is a key strategy in the realization of these two goals. (Contains 15…

Provides an overview of performance technology, the application of knowledge for optimizing performance. Discusses the influence of ISD (instructional systems design), tactical interventions, business, and industry; its use in business, industry, military, and government; and academic backgrounds of performance designers. Outlines a…

Reviews five transfer models that are effective in organizing knowledge sources and stimulating understanding in the process of transferring training skills to the job. Highlights include trainee characteristics, design factors, work environment, a systemic model of factors that predict employee training, trainers becoming performance…

The systematic four-step process introduced in this article lays the basic groundwork in helping an organization link all its programs and initiatives to its strategic goals. Discusses the definition and purpose of performance measurement; elements of a global performance system; and building a global performance measurement system. (AEF)

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…

Describes ways to develop productive international teams in the international marketplace. Discusses obstacles, including language and distance; a model for effective global team performance; cultural differences; shared goals; communication; lack of information; leadership; work procedures; compensation; lack of knowledge or skills; and hindered…

What makes a classroom "smart"? Presentation technologies such as projectors, document cameras, and LCD panels clearly fit the bill, but when considering other technologies for teaching, learning, and developing content, the possibilities become limited only by the boundaries of an institution's innovation. This article presents 32 best practices…