Many, if not most, of my colleagues believe that human performance technology (HPT) can never become a science; they do not even believe that it should be. I cannot come to that conclusion. If not a full-fledged science, then we should strive for at least a soft science that is more consistent and accepted in business than is certainly the case…

This study examines how organizational procedural justice affects team performance through team-level knowledge creation practices and the extent to which these practices mediate the association between organizational procedural justice and team performance. The target samples were drawn from six organizations in Korea. A total of 348 cases were…

The future of human performance technology (HPT) will be bright or dismal depending on how well HPT practitioners focus on careful and practical answers to three pivotal questions: What is good practice in human performance technology? What are the differences between good practice and bad? What are the connections between good research and…

This study was an effort to add to the body of research surrounding Gilbert's Behavior Engineering Model (BEM). The model was tested to determine its ability to explain factor relationships of organizational safety culture in a high-risk work environment. Three contextual variables were measured: communication, resource availability, and…

This article develops the motivating opportunities model from its previous conceptual framework to its design, development, and instructional implications. It includes building the utility of the model for implementation around the acronym SUCCESS, representing a systematic approach to analyzing and designing motivation for situational,…

Performance at the Defense Language Institute was examined through the prism of human performance technology and the strategic impact model. This examination revealed performance deficiencies in the administrative realm that required mainly a noninstructional intervention. A systematic analysis showed that digitizing administrative procedures…

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…

How can organizations avoid the negative, sometimes chaotic, effects of multiple, poorly coordinated performance improvement interventions? How can we avoid punishing our external clients or staff with the side effects of solutions that might benefit our bottom line or internal efficiency at the expense of the value received or perceived by…

This study explores the issues in the development and application of a competency model and provides implications for more precise integration of competencies into human resource (HR) functions driving performance improvement. This research is based on a case study from a Korean consumer corporation. This study employed document reviews,…

Examines learning and performance diagnosis, separately and in relation to each other, as they function in organization systems; explains the relationship between learning and performance diagnosis at the individual, process, and organizational levels using a three-level performance model; and discusses types of learning, including nonlearning,…

Examines a sample of the frameworks used to model human performance in organizations with respect to change orientation, theoretical basis, organizational results level, unit of analysis, and performance analysis. Contrasts organizational system and performance system frameworks with systematic process models of performance improvement. (Contains…

The People Capability Maturity Model[R] (People CMM[R]) advocates a staged approach to organizational change. Developed by the Carnegie Mellon University Software Engineering Institute, this model seeks to bring discipline to the people side of management by promoting a structured, repeatable, and predictable approach for improving an…

Complex human interactions involve more than just performance toward pre-determined goals. For this reason, systems that measure and seek to improve performance must adapt to a wide range of ever-changing patterns of individual and group behavior. Historically, HPT professionals have recognized these complexities and responded in a variety of…

Describes the Data Information Knowledge Wisdom (DIKW) model of cognitive processes that human performance technology professionals can use to structure performance improvement efforts within a knowledge-intensive workforce. Discusses knowledge management and presents a summary of relevant wisdom studies and how they can be used for developing and…

Discusses a cognitive apprenticeship approach to teaching design that incorporates elements of modeling, coaching, reflection, articulation, and exploration. Use of the model in an instructional design course that moves novice designers along a continuum of expertise is described, and it is suggested that the model could be adapted for performance…