Human Performance Technology (HPT) is the applied study and practice of improving organizational performance through training and non-training interventions. For practitioners working in this area that identify themselves as an HPT practitioner, organizational training and performance (OTP) specialist, or instructional designer--offering the right…

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.)

This article discusses an effort to improve training performance in a large corporate conglomerate in South Korea. In particular, focus is placed on a new instructional design (ID) model named the Cogwheel ID model. The cogwheel metaphor is used to illustrate the integrated processes within complex training organizations, including organizational,…

This article questions commonly held beliefs about training as a component of performance improvement solutions. Rather than being based on theoretical and empirical support, many beliefs about training are based on little more than myth. Part 1 of this article presents myths about the relationship of training and performance and myths about…

How paradoxical that evaluation, the main purpose of which is to establish value, often seems to return to the lowest value of anything that people do! Too commonly, in the authors' experience, evaluation is avoided or paid as little attention as possible. Due to its typically unloved nature, evaluation can be trapped in a low-level, minimalist…

The need is often not more resources, but the right resources, delivered when the user needs them. In today's knowledge economy, where job roles and requirements change frequently, resource delivery systems that allow customization of information, functions and contents by users are increasingly needed. Schatz discusses the inherent challenges of…

Examines the critical components of effective "practice" in the fields of instructional technology and human performance technology, as well as barriers to successful practice. Describes how to cope with these obstacles and ensure inclusion of relevant practice in instructional programs. Concludes with a true story that illustrates how…

The purpose of the standards described in this article are to provide guidance and a common set of values for human resource development/human performance training (HRD/HPT) professionals. General Standards; Research and Evaluation; Advertising and Other Public Statements; Publication of Work; Privacy and Confidentiality; Teaching and…

Drawn by a vision of solving performance problems in a systematic, systemic and results-based approach, training professionals are turning to human performance technology (HPT). However, many who try to implement HPT find themselves struggling to measure the improvements their interventions are designed to achieve. Ford notes that these…

Human Performance Technology (HPT) is a rapidly changing field. Evolving from instructional design (ID), HPT shares many of its concepts and applications but encompasses a wider and different domain, including both training and non-training interventions. HPT shares much common ground with the fields of information science (IS) and organizational…

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…

A relatively new feature of human performance technology (HPT) is e-training, which, while considerably more economical and time-efficient than traveling to a remote location for training, presents other challenges. Course length remains a problem, and there are professional organizations for which performance improvement is too difficult to…

Describes structured sharing, a training template that facilitates mutual learning and teaching among participants, tapping into the power of concurrent co-creation of performance interventions. Presents compressed instructions for conducting four structured sharing games and gives detailed instructions on one activity to try out. Provides an…

Describes the two broad categories of Internet-based training: text-only and multimedia. Discusses the following text-based only tools: e-mail, bulletin boards, and software downloading. Identifies four types of World Wide Web-based training, which include: Web computer-based training, Web-based employee performance support systems, and…

Most training and educational professionals have focused their efforts on inculcating learning within individuals rather than within organizations. This is understandable, writes Forman, because so much needs to be accomplished to improve the efficacy of schools and corporate training programs. The notion of organizational learning has been…