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Formative Evaluation in the Performance Context.
Dick, Walter; King, Debby – Performance and Instruction, 1994
Reviews the traditional formative evaluation model used by instructional designers; summarizes Kirkpatrick's model of evaluation; proposes the integration of part of Kirkpatrick's model with traditional formative evaluation; and discusses performance-context formative evaluation. (three references) (LRW)
Descriptors: Evaluation Methods, Formative Evaluation, Instructional Design, Models
The Long and Winding Path (from Instructional Design to Performance Technology). Installment III: Four Requirements for Success in HPT.
Carr, Clay; Totzke, Larry – Performance and Instruction, 1995
This third part in a series of six articles on human performance technology (HPT) highlights four characteristics that are needed for managers to successfully advance from practicing training to practicing HPT, including becoming competent with the technology, understanding the client's business, developing trust and credibility, and being…
Descriptors: Administrators, Business, Competence, Credibility
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). Installment VI--Two Final Tools.
Carr, Clay; Totzke, Larry – Performance and Instruction, 1995
Discussion of human performance technology tools for instructional design focuses on incentives and competence. Highlights include quality, organizational goals, feedback, employee attitudes, working conditions, deadlines, standards, training, a balance of forces, and partnerships. (AEF)
Descriptors: Competence, Employee Attitudes, Feedback, Incentives
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
Designing EPSS Tools: Talent Requirements.
Stevens, George H.; Stevens, Emily F. – Performance and Instruction, 1995
Examines the following essential skills for a successful electronic performance support systems design: (1) the ability to understand and assess human performance needs; (2) open-mindedness; (3) solid design skills; (4) human-computer interface design skills; (5) team leadership skills; and (6) microcomputer application design skills. (AEF)
Descriptors: Computer Interfaces, Electronic Classrooms, Human Factors Engineering, Information Systems