Descriptor
Author
| Carr, Clay | 2 |
| Totzke, Larry | 2 |
| Doucette, Mary Ann | 1 |
| Johann, Bernard | 1 |
| Maslak, Gregg | 1 |
| Price, Rosalynne V. | 1 |
| Schneider, Edward W. | 1 |
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| Journal Articles | 5 |
| Reports - Descriptive | 5 |
| Guides - Non-Classroom | 3 |
| Books | 1 |
| Information Analyses | 1 |
| Speeches/Meeting Papers | 1 |
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| Practitioners | 1 |
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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
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
Download full textDoucette, Mary Ann – 2000
Successful performance improvement efforts draw from such disciplines as psychology and systems theory, and from the fields of instructional design and human resource development. Both knowledge management and organizational learning are valuable additions to the human performance technologist's repertoire for performance analysis and intervention…
Descriptors: Educational Research, Human Resources, Improvement Programs, Organizational Development
Peer reviewedMaslak, Gregg – Performance Improvement, 2003
Performance improvement practitioners can be stymied to solve clients' problems. Clients may fail to recognize problems, would rather address symptoms than root causes and practitioners unable to convince clients to institute a meaningful solution. Practitioner can use internally developed data to build a case for action, create a clear vision of…
Descriptors: Client Attitudes (Human Services), Evaluation Methods, Improvement Programs, Performance
Peer reviewedPrice, Rosalynne V. – Performance Improvement, 2000
Considers three variables that can help performance technologists work more effectively with different kinds and different generations of people. Discusses recognizing the impace of position and disposition, assuring that feedback occurs, and thinking beyond old ways of operating and motivating. Suggests that the context of human interaction is…
Descriptors: Feedback, Human Resources, Improvement Programs, Interaction
Peer reviewedSchneider, Edward W. – Performance Improvement, 2003
Human performance technology is a collection of techniques for evaluating and designing human performance systems. It isn't a philosophy, a moral imperative, or a way of life. When technologists promote as more than what it is, they jeopardize their credibility and distort their own roles as performance engineers. (Author)
Descriptors: Design Preferences, Evaluation Criteria, Evaluation Methods, Improvement Programs
Johann, Bernard – 1995
This guide offers a comprehensive set of practical tools to lead novice and veteran practitioners through the complexities of business process redesign. This hands-on kit integrates systems theory, economics, and psychology to provide the detailed procedures, checklists, data analysis worksheets, and other resources essential to identify, analyze,…
Descriptors: Adult Education, Business, Design, Improvement Programs
