This is a retrospective analysis of the performance of a large training program in a combat environment looked at through the lens of human performance technology. Van Tiem, Moseley, and Dessinger's performance improvement/HPT model and strategic, operational, and tactical levels are used to describe effective and ineffective applications of human…

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…

This commentary is part of an ongoing dialogue that began in the October 2011 special issue of "Performance Improvement"--Exploring a Universal Performance Model for HPT: Notes From the Field. The performance improvement/HPT (human performance technology) model represents a unifying process that helps accomplish successful change, create…

In early 2011, the International Society for Performance Improvement (ISPI) invited three universities--University of North Carolina, Charlotte; Purdue University; and Wayne State University--to participate in the third annual University Human Performance Technology (HPT) Case Study Competition. Each university put together a team of three or four…

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…

Basic measurements and applications of six selected general but critical operational performance-based indicators--effectiveness, efficiency, productivity, profitability, return on investment, and benefit-cost ratio--are presented. With each measurement, goals and potential impact are explored. Errors, risks, limitations to measurements, and a…

This article provides a description and the results of a study that utilized the human performance (HP) model and methods to explore and analyze a training organization. The systemic and systematic practices of the HP model are applicable to military training organizations as well as civilian organizations. Implications of the study for future…

Although the need for project objectives is obvious, their value and role are much broader than most think. In this article, we explore the need for higher levels of objectives, along with tips and techniques to develop them properly. More important, we examine the benefits of objectives from many perspectives. In today's competitive environment,…

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…

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 three variables that can help performance technologists work more effectively with different kinds and different generations of people. Discusses recognizing the impace of position and disposition, assuring that feedback occurs, and thinking beyond old ways of operating and motivating. Suggests that the context of human interaction is…

Outlines the benefits of human performance assessment and examines the reasons why testing hasn't become a general practice in organizations. Describes five steps in creating a test/assessment instrument: analysis; construction; reliability; validity; and setting standards. (AEF)

Human performance technology (HPT) models are compared. One model groups performance factors by their relation to the performer (internal or external). A second model categorizes factors by which organizational level has the most control over them (executive, managerial, or individual). A third model considers rational and emotional intelligences;…