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Performance and Instruction | 45 |
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Rossett, Allison | 2 |
Stolovitch, Harold D. | 2 |
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Hutchison, Cathleen Smith; And Others – Performance and Instruction, 1996
Contrasts the roles of performance technologists and other performance improvement specialists. Provides a matrix of strategies and tactics that performance technologists should be familiar with. Identifies regulations that can affect implementation of tactics, including EEO/affirmative action guidelines; employee safety and health laws,…
Descriptors: Federal Regulation, Improvement Programs, Labor Standards, Management by Objectives
Phillips, Murray G. – Performance and Instruction, 1981
Presents background information about terminology, the extent of corporate commitment to training, and the trainer's role before dealing with programs to train trainers. Recommended are training programs for trainers that provide multiple opportunities for interacting with other people under both simulated and real conditions. (Author/MER)
Descriptors: Industrial Training, Trainees, Trainers, Training Methods
Bell, Margaret E. – Performance and Instruction, 1982
Describes the manner in which an analysis of Gagne's Domains of Learning will yield comprehensive behaviors that can serve as models for program and curriculum design. (Author/JJD)
Descriptors: Cognitive Processes, Curriculum Design, Educational Objectives, Instructional Design
Ingram, Albert L.; And Others – Performance and Instruction, 1994
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)
Descriptors: Check Lists, Educational Technology, Intellectual Disciplines, Interprofessional Relationship
Thiagarajan, Sivasailam – Performance and Instruction, 1988
Discusses the impact of the increasing heterogeneity of the American workforce on corporate performance technology trainers, and examines nine pairs of seemingly contradictory advice to people working in a multicultural setting. (CLB)
Descriptors: Behavioral Objectives, Business, Cultural Differences, Cultural Pluralism
Rosenberg, Marc J. – Performance and Instruction, 1981
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)
Descriptors: Educational Technology, Industrial Training, Intellectual Disciplines, Technical Education
Stape, Christopher J. – Performance and Instruction, 1995
Suggests methods for developing higher level objective test questions. Taxonomies that define learning outcomes are discussed; and examples for various test types are presented, including multiple correct answers; more complex forms, including classification and multiple true-false; relations and correlates; and interpretive exercises. (LRW)
Descriptors: Classification, Objective Tests, Outcomes of Education, Test Construction
Plattner, Francis B. – Performance and Instruction, 1993
Describes an in-house instructional development process designed to enhance curriculum documentation. Highlights include front end analysis; establishing a Curriculum Review Advisory Board that includes an instructional systems designer, management personnel, and subject matter experts; use of the objective worksheet; use of the lesson plan form;…
Descriptors: Administrators, Advisory Committees, Curriculum Development, Educational Objectives
Darling, John R.; And Others – Performance and Instruction, 1984
This examination of the organizational development model of change as it applies to management development within a complex organization of higher education includes some practical results from applying this model and insights into how to manage a public or private organization. (MBR)
Descriptors: Efficiency, Higher Education, Management Development, Models
Rossett, Allison – Performance and Instruction, 1981
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)
Descriptors: Cooperative Planning, Educational Attitudes, Educational Technology, Graduate Study
Langdon, Danny G. – Performance and Instruction, 1986
Presents an overview and an example of use of the Information-Visualization System, an approach to visual selection enabling educators to match desired learning outcomes with the best visuals to carry the message. Decision tables and resource book containing visual options, information types, and suggested methods of enhancing visuals are…
Descriptors: Behavioral Objectives, Decision Making, Flow Charts, Media Selection
Fukuda, Ryuji – Performance and Instruction, 1985
This excerpt from "Managerial Engineering: Techniques for Improving Quality and Productivity in the Workplace" describes the development, objectives, and use of On-Error Training (OET), a method which trains workers to learn from their errors. Also described is New Joharry's Window, a performance-error data analysis technique used in…
Descriptors: Error Patterns, Improvement Programs, Industrial Training, Job Performance
Titus, Amy – Performance and Instruction, 1984
Introduces a new department within the National Society for Performance and Instruction which will examine applications of performance technologies in the nonindustrialized areas of the world, including different subject areas and techniques. Reports on the experiences of different performance technologists will be presented each month. (MBR)
Descriptors: Developing Nations, Educational Technology, Global Approach, Instructional Design
Hume, Jay Huntingdon – Performance and Instruction, 1994
Discusses factors that are necessary to produce significant change in an organization, including allowing a longer period of time than is expected; making change the primary objective of the chief manager; and accepting the fact that there will be confusion and anxiety among the employees. (LRW)
Descriptors: Administrator Role, Change Strategies, Employee Attitudes, Organizational Change
Carr, Clay; Totzke, Larry – Performance and Instruction, 1995
Examines three elements useful for solving problems revealed by data gathering and analysis in the context of performance technology: goals, standards, and feedback. Emphasis is on the need for performers of tasks, their supervisors, and the organization as a whole to have the same goals and expectations, and how this is achieved through…
Descriptors: Feedback, Human Factors Engineering, Improvement Programs, Instructional Design