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Designing Effective Performance Systems.
Brown, Mark G. – Performance and Instruction, 1987
Outlines a 10-step process for designing performance improvement systems which is intended to reduce time spent on the project, to assure client approval, and to assure management support. Client participation with the consultant throughout the process is stressed as the key to success. (LRW)
Descriptors: Administration, Guidelines, Improvement Programs, Job Performance
The Long and Winding Path (from Instructional Design to Performance Technology): Installment V--Using Goals, Standards, and Feedback.
Carr, Clay; Totzke, Larry – Performance and Instruction, 1995
Examines three elements useful for solving problems revealed by data gathering and analysis in the context of performance technology: goals, standards, and feedback. Emphasis is on the need for performers of tasks, their supervisors, and the organization as a whole to have the same goals and expectations, and how this is achieved through…
Descriptors: Feedback, Human Factors Engineering, Improvement Programs, Instructional Design
The Long and Winding Path (from Instructional Design to Performance Technology): Installment VII--Where We Wrap It All up with Suggestions about How You Might Move from Basic Human Performance Technology (HPT) to More Advanced Forms of HPT or Other Performance Interventions.
Carr, Clay; Totzke, Larry – Performance and Instruction, 1995
Discusses how those who learn basic human performance technology (HPT) skills can expand expertise in three directions: extended HPT (including generalist, project manager/integrator, and implementation specialist); specialized HPT; and HPT linked to related fields. Presents examples of applications of each alternative. (JKP)
Descriptors: Human Factors Engineering, Improvement Programs, Instructional Design, Organizational Development
The Long and Winding Path (from Instructional Design to Performance Technology): Installment IV--Two Basic Tools of Human Performance Technology.
Carr, Clay; Totzke, Larry – Performance and Instruction, 1995
Discusses two tools necessary for the successful practice of human performance technology: gathering data and interpreting data. The focus is on what data to gather, how to gather it, and how to interpret the data. (Author/JKP)
Descriptors: Data Analysis, Data Collection, Data Interpretation, Human Factors Engineering
What to Fix When Everything's Broken.
Brown, Mark G.; Schwarz, Joseph E. – Performance and Instruction, 1988
Description of a process for solving human performance problems focuses on the analysis phase, which examines information to determine causes and develops recommendations for solving the problems. Techniques used for gathering data are described, criteria for evaluating ideas are listed, and weighted scores for performance improvement ideas are…
Descriptors: Employment Problems, Evaluation Criteria, Improvement Programs, Interviews
The Long and Winding Path (from Instructional Design to Performance Technology).
Carr, Clay; Totzke, Larry – Performance and Instruction, 1995
Introduces a series of six installments on making the transition from a training/instructional design approach to human performance technology (HPT). The first installment topics include defining human performance technology; obstacles to effective HPT; and the necessary role characteristics for trainers performing HPT. (AEF)
Descriptors: Administrative Problems, Change Strategies, Definitions, Human Factors Engineering
Improving Professional Judgment and Performance Training for Open Job Skills.
Yelon, Stephen; Desmedt, John – Performance and Instruction, 1988
This discussion of how to design a training program to teach professional judgment and performance focuses on a model for training police officers. Open job skills are explained, appropriate choices and actions are described, and the components and objectives of open job skill instruction are presented. (LRW)
Descriptors: Conflict Resolution, Decision Making Skills, Evaluative Thinking, Improvement Programs