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What Works and What Doesn't: Evaluation beyond Kirkpatrick.
Kaufman, Roger; And Others – Performance and Instruction, 1996
Discusses evaluation for human performance improvement and organizational success. An expanded framework that builds on the traditional four-level training evaluation framework is suggested that includes strategic and tactical planning, performance improvement, organizational development, customer satisfaction, total quality, societal…
Descriptors: Evaluation Methods, Improvement Programs, Organizational Development, Performance Technology
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
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
Potential Strategies and Tactics for Organizational Performance Improvement.
Hutchison, Cathleen Smith; And Others – Performance and Instruction, 1996
Contrasts the roles of performance technologists and other performance improvement specialists. Provides a matrix of strategies and tactics that performance technologists should be familiar with. Identifies regulations that can affect implementation of tactics, including EEO/affirmative action guidelines; employee safety and health laws,…
Descriptors: Federal Regulation, Improvement Programs, Labor Standards, Management by Objectives