The motivation for this research was to understand under what conditions supply chain cooperation might be feasible and under what circumstances it is not. Whereas previous research focuses on dyads in a supply chain, our research seeks to examine a possible factor that can explain why truly cooperative supply chains involving more than two firms…

Using their "license to snoop," performance architects uncover the nuances of how work gets done in an organization. This is the first of a four-part series in which each article will present a different organizational level. Typical performance issues and opportunities for each level will be discussed, and helpful models and tools will be shared.…

Efforts to improve human and organizational performance are often courageous adventures full of unexpected twists and turns and frequently leading to unexpected destinations. From mentoring and succession planning to e-learning and beyond, the activities that can be leveraged to improve performance are vast. Comparing, contrasting, selecting, and…

Training can often be the right answer--or part of the right answer--to help people learn how to do something that is new for them. Although some may be tempted to ignore instructional design when faced with a tight time line, that is exactly when following a systematic process can provide a recipe for success. Given six important questions, the…

Cultural awareness training that emphasizes communication delivers only a partial solution to the challenges that intercultural work teams face. Improving collaboration requires a strong foundation of performance management before a work team can determine how they will cooperate to perform to excellence. Against the backdrop of the authors'…

The business of training and performance improvement has always been cyclical, with the fortunes of human resource development (HRD) and performance improvement professionals rising and falling with the economic fortunes of the workplace. The current economic downturn and nascent recovery represent an opportunity for HRD and performance…

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,…

Discusses the need for performance improvement professionals to achieve useful results, and to prove the value added in terms of empirical data. Considers the differences between systems, systemic, and systematic approaches, and examines which approach applies to various concepts in the field that would help add value. (Contains 14 references.)…

Discussion of the ISPI (International Society for Performance Improvement) definition of human performance technology and the need to use performance improvement concepts from other fields focuses on applying systems thinking and systematic methodology from management design. Describes the application of these techniques in teaching a graduate…

Defines human performance technology (HPT) as systems thinking applied to human resource activities, chronicles the emergence of HPT and the development of the HPT process model, and considers its use to define and implement high-performance work systems in information age organizations. (Author/LRW)

Describes a systematic approach for the design of training that supports large software implementation projects. Addresses the diverse combination of users, with different needs and time requirements, and outlines how a systematic design approach can be applied to the design and delivery of complex training solutions related to performance…

Outlines the recent criticisms of traditional ISD (Instructional Systems Design) and discusses the implications that impact the life cycle costs of T&D (Training and Development) projects and their ROI (Return On Investment) potential. Describes a modified approach to ISD which mimics the modular approach of systems engineering design.…

Examines the differences between traditional training and performance improvement. Highlights include the role change for human resources professionals from managing employee training to shaping strategic plans for the organization; incorporating a systems approach; engaging a task force; and enlisting top management support. (LRW)

Discusses the impossibility of organizational change and how that impacts the role of human performance technology. Five components of technology are described, including systems thinking; personal learning and mastery; mental models; building shared vision; and team learning. (LRW)

Discusses the redesign of educational systems and presents a designing matrix to help select boundaries of a new system. A conceptual framework for exploring educational system boundaries is described, systems models are discussed, and the three cells of the matrix are explained. (LRW)