The fishbone diagram developed by Mariano Bernardez (2009a, 2009b) in the introductory article to this issue of "Performance Improvement Quarterly" depicts the origins and interrelationships of the models and approaches of many fields and researchers that have contributed to human performance technology (HPT) as it is used today. We can…

The International Society for Performance Improvement has always been divided by two often-conflicting views of what its purpose or mission really is. Is it primarily technology focused (focusing on the development and promotion of the field) or member focused (focusing on members' interests and their professional development)? This difference in…

Conventional human performance technology has had a good run. It allowed scientific and data-based research to be applied to improve performance, usually just individual performance. The field must be expanded without losing this individual performance focus to include a scope that measurably improves performance for individuals and organizations…

One of the goals of this study was to pose the engineering role in a way that allows engineers to understand the impact that professional requirements have on their career. For engineers making medical devices, requirements come from three principal sources, professional engineering, regulatory agencies, and their own organization. Engineering…

Security incidents resulting from human error or subversive actions have caused major financial losses, reduced business productivity or efficiency, and threatened national security. Some research suggests that information system security frameworks lack emphasis on human involvement as a significant cause for security problems in a rapidly…

The United States needs a skilled, productive work force. The science of human performance technology can be applied to the establishment of performance improvement systems in organizations. (Author)

A literature review and two major studies discovered four approaches to job design, each geared toward different sets of outcomes for individual employees and organizations. The motivational approach tries to design jobs to provide the worker with autonomy and the opportunity to make decisions about how or in what order tasks are done. The…

Publications and presentations developed by the Human Resources Research Organization during 1972 and 1973 are listed. Part I of the bibliography contains reports issued during 1973; each citation gives the document title, author, and the contract under which the work was performed. Part II provides abstracts for each document included in Part I…

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)

Team building and participatory strategies are techniques for increasing productivity in the workplace. Studies show that people often solve problems more effectively in groups, and they are more productive when they assume more responsibility for their work. (SK)

Quality of Work Life (QWL) is involvement. It brings employees, unions, and management closer together for their mutual benefit. QWL implies a philosophical change in some basic and long-standing rules of behavior for unions as well as management. (SSH)

The International Society for Performance Improvement (ISPI) President (1999-2000) reports on the State of the Profession. Part I compares the profession of human performance technology (HPT) to other professions. Part II discusses the nature of HPT and examines critical classes of variables affecting the mission of HPT. Part III illustrates…

Describes performance alignment--ensuring that all things work together in an organization to achieve its external goals--as the ultimate goal of the human performance technologist's profession. Discusses the three areas where performance is in business, three dimensions of performance alignment, and how to achieve performance alignment. (AEF)

Human performance technologists add value by making systematically important connections. After illustrating the connections made in various professions and organizations, this article discusses the importance, purpose, history and process of making connections. (AEF)

Terminology in the training and human resources development field as used in various countries is defined and discussed, from "autonomous work groups" to "two-tier work structure." The author notes that the preferred term to indicate some kind of increased worker influence on organizational conduct seems to be "quality of…