The Predictive Evaluation (PE) model is a training and evaluation approach with the element of prediction. PE allows trainers and business leaders to predict the results, value, intention, adoption, and impact of training, allowing them to make smarter, more strategic training and evaluation investments. PE is invaluable for companies that…

Updates previous work on the Organizational Elements Model that relates needs assessment and needs analysis. Highlights include purpose-based objectives and results-based objectives for organizations; differentiating between ends and means; costs-consequences analysis; and training needs assessment. (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…

Discusses the cognitive approach to instructional design (ID) and how ID practitioners can design training differently. Highlights include how learning occurs; categories of learning; a model that summarizes the components of a well-designed lesson; a framework for ID based on cognitive psychology; and a table to use as a job aid for designing…

Suggests that a practical model for dialogue and decisionmaking in ethics needs to be developed, which is intended for widespread use within organizations and communities. Outlines objectives of an effective model, and basic questions that it must respond to. Discusses piloting the model, as well as facilitation of dialogue, development of…

Explains executive coaching, which is traditionally focused on individual executives, and how it can help align individual development with an organization's strategic goals. Describes a counseling model of identifying an individual's goals, challenges, and development needs and then helping him or her gain insight on how to address these needs.…

Although behavioral objectives communicate instructional intent, they lack the detail needed to make decisions about design, intervention, and development. Proposes "proformas" as a more complete and accurate way of defining performance. Describes the "language of work" model, discusses its elements: input, conditions, process,…

Presents a model for changing human and organizational behavior. Highlights include behavioral dynamics; expectations; alignment; organizational structure; organizational culture; individual skills and training; leadership; management systems; developing corporate-level goals; communicating goals to the organization; and developing employee goals.…

Examines the concept of human capital, including how it is linked to strategic analysis and how it relates to four alternative models for return-on-investment (ROI). Discusses how to choose the best model for ROI justification of training or other human performance technology (HPT) interventions. (AEF)

Confirmative evaluation of instructional materials and learners follows some time after formative and summative evaluation; it determines if materials still meet the original objectives and if learners have maintained their level of competence. Discusses the importance of confirmative evaluation and presents a confirmative evaluation model,…

Examines the role of training for improving the performance of people in ways that both they and their organizations value, focusing on what the true worth of training is and can be. Proposes a model for calculating return-on-investment (ROI) in training. Presents a case study of its application within an operational context at a bank. (Contains…

Describes ways to develop productive international teams in the international marketplace. Discusses obstacles, including language and distance; a model for effective global team performance; cultural differences; shared goals; communication; lack of information; leadership; work procedures; compensation; lack of knowledge or skills; and hindered…

Discusses the value of role-play in developing interpersonal skills and presents a 10-step model to help performance technologists design effective role-plays. Highlights include training objectives; designing assessment instruments; task analysis; generality and demonstration; designing social-communicative problems for the content; practice; and…