Human competence is a vital element for any organization that expects to survive and then thrive. Developing individual performance ability is necessary but not sufficient because trained people alone will not make an organization successful. We must determine what people should deliver and why it should be delivered in order to add measurable…

The latest data alert: By 2020, the amount of data generated daily will reach 40 zettabytes, or roughly 5,247 gigabytes for every person on earth. That's one of the findings in a new report published by IT industry analysts at IDC. The study casts doubt on the ability to capture the value of all this data, especially since schools barely tapped…

With the interest and assistance of more than a dozen key state education leaders and staff from across the country, the Center on Reinventing Public Education (CRPE) is investigating what it would take for states to attract and support talented school leaders. This report explains CRPE's efforts to create a coherent framework that any state could…

Some call them Electronic Performance Support Systems (EPSSs). Others prefer Performance Support Tools (PSTs) or decision support tools. One might call EPSSs or PSTs job aids on steroids, technological tools that provide critical information or advice needed to move forward at a particular moment in time. Characteristic advantages of an EPSS or a…

Considers how results of systematic data collection can be used in decision making and how they are often not used properly. Examines two similar yet distinctive perspectives by which the performance technologist can assist organizational leaders in making difficult decisions based on valid and useful data. (Author/LRW)

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…

Discusses level 3 evaluation from Donald Kirkpatrick's Four Level Evaluation Model (level: 1-reaction; 2-learning; 3-behavior; 4-results) to measure training program performance. Highlights include an evaluation planning matrix; increasing evaluation data accuracy and reliability; data collection method selection; designing data collection…

Discusses two tools necessary for the successful practice of human performance technology: gathering data and interpreting data. The focus is on what data to gather, how to gather it, and how to interpret the data. (Author/JKP)

Discusses how to conduct a top-level analysis of training management functions to identify problems within a training system resulting from rapid growth, the acquisition of new departments, or mergers. The data gathering process and analyses are explained, training management functions and activities are described, and root causes and solutions…