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…

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…

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…

Describes a model for dynamic electronic performance support systems based on NNAble, a system developed by the training group at Apple Computer. Principles for designing dynamic performance support are discussed, including a systems approach, performer-centered design, awareness of situated cognition, organizational memory, and technology use.…

Examines three views of performance improvement--scientific management, instructional design, and systems thinking--each providing a unique view of performance improvement and specific roles for evaluation. Provides an integrated definition of performance and a synthesis model that encompasses the three views. (AEF)

The field of training and development has been increasingly affected by knowledge management, performance support, and learning technologies, yet the impact of these disciplines has typically been disjointed and uncoordinated. Projects in each of the disciplines are often implemented systematically, but not systemically. To take full advantage of…

Introduces design, integrated with systems thinking, as a necessary if not sufficient means for meeting the challenge of how to create or recreate organizations and institutions. The limits of problem-solving strategies when applied to complex organizational change, the designer's role, and the creative process of design are discussed. (Contains…

Explores issues arising from the massive social changes that will flow from the recently emerged information age to define a new approach to systems design. This approach will allow the creation of a better future while enhancing human performance, adding value to organizations, and creating just and ethical systems. (Contains 32 references.) (KRN)

Discusses the management and evaluation of diversity in the workforce and emphasizes the need to link diversity issues with organizational goals and performance needs. Differences between a "quick fix" and systematic action are examined; distinctions between a program and a process are explained; and measuring results of diversity…

Argues that a process orientation, rather than a focus on inputs and outputs, offers performance technologists a more direct way of contributing to the realization of key business goals and more effectively focuses training and development on performance issues. Process redesign is a key strategy in the realization of these two goals. (Contains 15…

Presents exploratory individual, group, and organizational learning instructional systems development (ISD) models based on four conditions: integration of the questions of what and why in instruction and learning; reflection of impacts of environmental factors; non-linear and flexible instructional processes; and future-centeredness in…

A persistent concern of those involved with planning, delivering, and evaluating training as well as of managers is whether training "works." Addressing that question, this paper proposes that training must be integrated into other aspects of the organization if it is to achieve lasting results. In other words, training must be viewed within its…