The current debate over whether to choose just one universal human performance technology (HPT) model, in particular Langdon's language of work (LOW) model, promises a shared understanding among HPT professionals, credibility for the HPT profession, and a return on investment of time and effort in developing performance models over more than 70…

Cognitive readiness (CR) and performance for operational time-critical environments are continuing points of focus for military and academic communities. In response to this need, we designed an open source interactive CR assessment application as a highly adaptive and efficient open source testing administration and analysis tool. It is capable…

Managers are often faulted for not managing performance; when performance issues surface, they first look to training as a possible solution. But without correctly identifying the cause of a performance problem, they can choose the wrong solution. The behavior engineering model (BEM) helps diagnose performance problems as well as engineer a…

Discusses high-involvement work teams, in which groups of workers participate in improving their work activities; describes how a typical work team progresses through a project; and introduces a systems model of interrelated steps through which teams may progress to solve problems. (LRW)

Discusses problem solving and why employees need to be trained and educated to solve problems. Highlights include domain knowledge and its role in problem solving; instructional design issues; types of problems; discrete problems versus metaproblems; and the need to prescribe instructional design processes for each type of problem. (LRW)

Grounded in the work of W. Edwards Deming, this article describes the basics of systems thinking, viewing a business as a system, and contrasts improving a system with solving a problem. The article uses the human body as a metaphor to describe the various aspects of viewing a business as a system at the concept level and maps the Deming cycle,…

Describes the work of performance improvement specialists and presents a method for determining whether a particular person or position meets the job criteria. Discusses the attributes of being a heurist, or taking a holistic approach to problem solving. Lists 10 steps for a needs assessment and 30 characteristics of successful performance…

Performance improvement practitioners can be stymied to solve clients' problems. Clients may fail to recognize problems, would rather address symptoms than root causes and practitioners unable to convince clients to institute a meaningful solution. Practitioner can use internally developed data to build a case for action, create a clear vision of…

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…

Suggests that the scope of return on investment (ROI) for organizations includes measurable indicators of both the internal and external value added by the organization rather than just short-term profit and customer satisfaction. Topics include demonstrating progression toward required performance; and justifying problems to be solved in terms of…

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…

Sense and nonsense is abound in human performance technology (HPT). There is no single cause of the abundance of nonsense. However, there is a reason that nonsense is more abundant than sense. The reason is that any principle has a specific domain of applicability. Within that domain it is sense. Outside that domain it is nonsense. Some…

Provides an example of how HPT (human performance Technology) helped provide value in a community situation in Montreal. Describes a problem with graffiti that a neighborhood merchants association was having and explains how an HPT (human performance technology) professional suggested defining the reasons for the problem before solutions were…

Discusses current views on problem solving in the workplace, and identifies five areas for consideration: (1) knowledge representation; (2) verbally teaching strategy components of the skill--versus the learner acquiring it inductively through practice; (3) the principles of teaching procedures; (4) how to construct simulations; and (5) weighing…