Typically the human performance technology (HPT) process is regarded as a tool for use when analyzing performance gaps in functional or larger organizational units. This case study demonstrates the application of the HPT process in a one-to-one relationship between a manager and a direct report. Specifically, the process is used to analyze the…

In today's changed environment where the economy and industry are driven by customers, business is open to worldwide competition. Manufacturing firms have looked at employee performance improvement as a means to succeed. These findings advocate setting up priorities for employee performance improvement. This requires a continuous improvement…

Most employees do not like to be evaluated because they fear the process and people involved. Although optimal performance evaluators can minimize people's anxieties about being assessed, actual performance evaluators can perpetuate employees' fears and, worse, lower their job performances and morale. A case study illustrates the actions of an…

Action plans have been shown to improve transfer of learning and have proven an effective tool in training evaluation. This study describes how action planning was simply and successfully adapted to a preexisting curriculum with few additional resources. The decision to use participant action planning, the administration of it, and the…

Deliberate practice--meaning drill-like practice under the direction of a coach--is key to developing expertise in sports and music. But working professionals and businesspeople typically have no time for practice. We propose deliberate performance as a type of practice that professionals and businesspeople can pursue while they work as a way to…

The assessment interaction plan (AIP) is a performance support tool developed by members of the Canadian Defence Academy's Directorate of Learning Innovation. This article provides a brief overview of the performance gap that led to the creation of the AIP, its function within the overall courseware design process, a description of its components,…

This article questions commonly held beliefs about training as a component of performance improvement solutions. Rather than being based on theoretical and empirical support, many beliefs about training are based on little more than myth. Part 1 of this article presents myths about the relationship of training and performance and myths about…

Those involved in training know that creating instructional materials can become a tedious, repetitive process. They also know that business conditions often require training interventions to be delivered in ways that are not ideally structured or timed. This article examines the notion that learning objects can be reused and adapted for…

Discusses problem solving and why employees need to be trained and educated to solve problems. Highlights include domain knowledge and its role in problem solving; instructional design issues; types of problems; discrete problems versus metaproblems; and the need to prescribe instructional design processes for each type of problem. (LRW)

Explores the "secret sauce" that makes the difference between experts and less successful personnel. Indicates that the successful use of this plan can improve planning time, training time, and task performance time. (Author/LRW)

Discusses human performance technology models for describing and understanding factors involved in day-to-day functioning of employees and then to develop specific remedial interventions as needed, and contrasts it to an organizational performance system perspective used to design an organization before employees are even hired to prevent bad…

Reviews the construct of persistence as it relates to achievement motivation at work. Topics include foundational concepts of persistence; achievement motivation theory; a human motivation model; goal-setting theory; self-efficacy theory; expectancy theory; task assignments; confidence; and perceived value. (LRW)

Discussion of how to establish and sustain high levels of employee performance focuses on the concept of pairing employee with mentors who can transfer experience, skills, and work behaviors to ignite motivation to upgrade competencies and sustain higher levels of performance. Compares informal and facilitated mentoring relevant to key success…

Explains lean instructional systems design/development (ISD) as it relates to curriculum architecture design, based on Japan's lean production system. Discusses performance-based systems; ISD models; processes for organizational training and development; curriculum architecture to support job performance; and modular curriculum development. (LRW)

Provides a case study of human performance technology (HPT) that illustrates how adaptations from other cultures can be successful. Discusses mission statements; desired employee performance; cause analysis; improvement review; overview of the complete business process by management; and objective and subjective evaluations. (LRW)