Technologies continue to evolve to provide more compelling and interactive learning opportunities. Coaching has traditionally been face-to-face or by email. By combining the new technologies with coaching, learning developers now have the opportunity to develop an asynchronous, online, nonhuman coaching system, or e-coaching system. An e-coaching…

This article presents a systemic, research-based cause analysis model for use in the field of human performance technology (HPT). The model organizes the most prominent barriers to workplace learning and performance into a conceptual framework that explains and illuminates the architecture of these barriers that exist within the fabric of everyday…

Technology purchased for use in the classroom often goes unused. We identify a primary reason for the lack of technology integration as ineffectively developed professional development opportunities for teachers. Then we recommend a sustained, administrative-supported and mentor-supported approach to professional development as an alternative to…

This case study describes the step-by-step application of the traditional human performance technology (HPT) model at a premier kayak company located on the coast of North Carolina. The HPT model was applied to address lost revenues related to three specific business issues: misinformed customers, dissatisfied customers, and guides not showing up…

This article proposes needed transitions in the field of human performance technology. The following three transitions are discussed: transitioning from training to performance, transitioning from performance to performance system, and transitioning from learning organization to high performance system. A proposed framework that comprises…

Most employees do not like to be evaluated because they fear the process and people involved. Although optimal performance evaluators can minimize people's anxieties about being assessed, actual performance evaluators can perpetuate employees' fears and, worse, lower their job performances and morale. A case study illustrates the actions of an…

Paulo Freire argued that learning should be conversational, accessible, and centered on the experience of the participants. Freirean theory remains strong in adult education and has implications for human performance technology applications in such areas as online learning in terms of design, accessibility, and content, as well as performance…

Higher education institutions struggle with planning for future needs, growth, and, sometimes, contraction. As student populations expand and as faculty members adopt new technologies, universities struggle to support these needs. To the casual observer, it may seem that the technology planning process is haphazard. This article details a process…

The purpose of the patient education system described here was to distribute patient education material to and within medical practices managed by a small medical practice management company. The belief was that patient education opportunities improved health care outcomes and increased patient participation in health care decisions and compliance…

Practice and experience, whether simulated or on the job, are not enough to ensure effective learning. Learners must be able to make sense of those experiences to identify poor decisions and actions, missing knowledge, and weak skills that deserve attention. Using instructors to provide one-on-one instruction is effective but also expensive. This…

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 International Society for Performance Improvement (ISPI) President (1999-2000) reports on the State of the Profession. Part I compares the profession of human performance technology (HPT) to other professions. Part II discusses the nature of HPT and examines critical classes of variables affecting the mission of HPT. Part III illustrates…

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…

Performance technologists have the opportunity to employ blended instruction, a combination of face-to-face and online teaching. Faced with the benefits of using the best of both of these forms of instruction in a single training program, performance technologists must make some thoughtful decisions to create a successful design for learning.…

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…