This serious look at humor for the practicing performance technologist reviews reasons for using humor in instruction, summarizes existing theories of humor, and outlines some steps toward a method for adding humor to instruction. Three tables illustrating heuristic approaches to humorous instruction are included. (Author/JL)

Analyzes courses offered in various educational technology programs in terms of the focus of each on one of five organizational elements, and recommends an expansion of current curricula to include not only input, process, and product-oriented learning experiences, but also to include outcome related experiences. (MER)

Discusses the concept of differentiating between legitimate needs (gaps between current and desired results) and wants (the customer's preferred solution for meeting needs). A case study from a human resources development group is presented, including a proposed solution, the performance technology compromise, and impacts on design and evaluation.…

This first in a projected series of four articles on the continuing development of the field of instructional technology, or performance technology, focuses on how to better label and define professionals in the field. Organizational communication is suggested as a better term, and communication and organizational development are discussed.…

Reviews the traditional formative evaluation model used by instructional designers; summarizes Kirkpatrick's model of evaluation; proposes the integration of part of Kirkpatrick's model with traditional formative evaluation; and discusses performance-context formative evaluation. (three references) (LRW)

Discussion of human performance technology (HPT) interventions focuses on requests for solutions to problems that involve conflict between the FEFM ("Fix 'em for me") Virus and the WIIFM ("What's in it for me?") Requirement. Building a relationship of mutual trust and confidence with the client and demonstrating responsiveness…

Discusses the working relationship between an instructional technologist and a subject matter expert (SME). Highlights include characteristics of a good relationship; the context for working with a SME; and a model for SME interactions, including checklists for various phases. (five references) (LRW)

Provides an overview of modern instructional technology including the characteristics of cost effective instructional programs and the principal features, stages, applications, and expectations of modern instructional technology. (CHC)

This third part in a series of six articles on human performance technology (HPT) highlights four characteristics that are needed for managers to successfully advance from practicing training to practicing HPT, including becoming competent with the technology, understanding the client's business, developing trust and credibility, and being…

Discussion of ethics focuses on the role of human performance technology professionals in helping corporate ethicists. Highlights include definitions of ethics, morals, values, and business ethics; ethics in academia and in business; and application of the knowledge of ethics to decision-making. (Contains 18 references.) (LRW)

The Bell System Center for Technical Education uses a program which trains the subject matter expert (SME) in instructional technology (IT) and the instructional technologist in subject matter understanding. This cross-training is provided in order to encourage effective teamwork between development personnel. (MER)

Examines the proclaimed dichotomy between real and unreal, theory and practice, actual and idealized notions of community needs and university attitudes with regard to training, and describes how San Diego State University's Educational Technology program attempts simultaneously to educate graduate students and serve its community. (Author/MER)

Discusses a shift in career paths from instructional technology to performance technology and describes steps to take to become more aware of the performance technology process. Differences in the design phase of the processes are described, and models that identify areas which can be affected by human performance problems are presented. (LRW)

Presents a case study based on experiences at Amway Corporation that explains how the Human Resources Development Department progressed from providing training to providing a broader range of human performance technology interventions. Strategic planning is described, including identifying incentives and required competencies, providing for…

Challenges the tendency of instructional developers to dwell upon systematic processes of Instructional Development (ID) and argues that ID is more an art in which the end results must be worthwhile, relevant, and capable of justification. Sixteen references are listed. (MER)