The author attempted to determine which type of training evaluation method--reaction, learning, behavior, or results--elicited the most management support of training. He distributed a case study survey instrument to 90 master of business administration students and 75 nontraining managers. Data indicated that the results evaluation format…

Argues that a process orientation, rather than a focus on inputs and outputs, offers performance technologists a more direct way of contributing to the realization of key business goals and more effectively focuses training and development on performance issues. Process redesign is a key strategy in the realization of these two goals. (Contains 15…

The author proposes a domain and definition for the human performance technology field. The proposed domain consists of three components: management functions, performance systems development functions, and components of human performance systems. He also discusses systems theory and professional practice and outlines implications for research,…

Describes a survey that determined to what extent human performance technology (HPT) is being taught in 82 academic programs that traditionally emphasized training, including programs in instructional systems, training and development, human resource development, and adult learning. Results indicate that training continues to dominate, and future…

Compares current workforce demographics with those of the future where the "older worker" will emerge as primary target for human development effort. Examines common myths and current research about the "older worker." Describes strategies for modifying the workplace environment, reassessing workforce motivational strategies, and altering training…