This article introduces a new international model that focuses on culture while including familiar elements of human performance technology (HPT). HPT adaptation for cultural differences is an essential part of our profession. We must be sensitive and flexible to succeed in an ever-changing global environment. (Contains 1 figure.)

An evaluation system was designed and implemented by a faculty support department to measure the value, identify gaps, and improve the quality of their training at a midsize community college. The Targeted Evaluation Process (Combs & Falletta, 2000) was selected as the evaluation framework because of its applicability to training and nontraining…

Problems with implementation of the No Child Left Behind Act (NCLB) can be assessed in light of change management theory. Viewing stakeholders collectively as a corporate entity supports employing change management strategies to make the NCLB work. Examining ways that organizational controls and change management can work together points to…

While there has been much discussion of using interventions other than training, no one has addressed the problems of getting one or more of them implemented. This article examines the use of performance technology, focusing on internal and external consultants, interventions (team-building, policies and procedures, simultaneous, consecutive), and…

Discusses the origin of the ADDIE model of instructional design and concludes that the term came into use by word of mouth as a label for the whole family of systematic instructional development models. Examines the underlying ideas behind the acronym analysis, design, development, implementation, and evaluation. (Author/LRW)

Discusses the relationship between human performance technology (HPT) and instructional systems design (ISD). Addresses the balance between the benefits of diversity versus focus in the field; key differences between HPT and ISD; and clarifying the distinction between scope of analysis and diagnosis versus the types of intervention to design and…

Electronic performance support systems (EPSS) can accommodate disparate learner knowledge, experiences, and methods of comprehension. However, learners may have ineffective cognitive strategies for using an EPSS environment. The solution described in this article is applied to a Web-based EPSS that has a simulation core. As the learner works in…

Describes the benefits and potential drawbacks of transferring HPT (human performance technology) skills from outside consultants to managers within organizations. Discusses HPT competence and control over work environment, the role of traditional HPT experts after the shift, and three approaches to implementing the change. (PEN)

Defines a virtual team as a group of people who are working on the same business issue but are located at different geographic sites and rely mainly on some form of technology to facilitate the work discussion. Discusses benefits of virtual teams, including reduced travel costs and organizational efficiency; defining roles; selecting technology…

Provides suggestions to ensure the success of electronic performance support systems (EPSS) and electronic learning, including creating hybrid solutions; aligning EPSS with business objectives and performance requirements; change management efforts; and rapid application development to lower costs, shrink schedules, and improve quality.…

Illustrates a new model for innovative enterprises by reviewing the process an instruments and control systems manufacturer used to implement changes in its corporate operating philosophy. Outlines the "Quantum Model": spheres of control, influence, interest, and UNs (unknown, unpredictable, uncontrollable, uncomfortable). Discusses…

Describes the steps involved in a performance improvement program in the context of a large multinational corporation. Highlights include a training program for managers that explained performance improvement; performance matrices; divisionwide implementation, including strategic planning; organizationwide training of all personnel; and the…

Presents two case studies that show how IBM addressed performance support solutions and electronic learning. The first developed a performance support and expert coaching solution; the second applied performance support to reducing implementation time and total cost of ownership of enterprise resource planning systems. (Author/LRW)

Considers issues involved in the change process within organizational culture. Highlights include adopting an appropriate management style; evaluation of performance; aspects of change; implications of change for people management; degrees of change; resistance to change; and an example of planning and implementing a new information technology…

Defines program implementation and discusses its implications. Describes eight components of effective program implementation which fall under four broad categories: (1) communication; (2) involvement; (3) evaluation; (4) commitment. Shows how these components can be linked directly to the six steps of traditional analytic problem-solving. (AEF)