Discusses measurement in performance improvement, including the Kirkpatrick four-level model of evaluation for training, and adding value. Highlights include adding value at all levels of organizational performance, for the clients and society; other models of performance improvement; the major focus of HPT (human performance technology); and…

Provides an overview of major models in HPT (human performance technology). Highlights include diagnostic models that show where HPT can be applied; process models that show how HPT can be applied; and holistic models that are nonlinear and consist of domains that exist separately but can be combined to form an ideal performance zone. (Author/LRW)

Considers the role of performance improvement professionals and human resources development professionals in helping organizations realize the ethical and financial power of corporate social responsibility. Explains the social responsibility performance outcomes model, which incorporates the concepts of societal needs and outcomes. (LRW)

Discussion of human performance technology's role in identifying, measuring, and resolving performance problems focuses on questions regarding whether, when, and how to participate as change agents in exceedingly difficult or no-win situations. Presents a hypothetical performance problem, uses a human performance model to analyze the…

Traditionally, expertise theories have focused on skills acquisition with little regard for the domain or contextual factors affecting expertise development and retention. Because the development, retention, and recruiting of individuals with expertise is critical to organizational success, it is essential that HRD professionals understand the…

Explains that motivated behavior is driven by individuals' perceptions and interpretations of external events rather than the events themselves. Suggests a human performance intervention strategy based on a model of motivation that focuses on situation-specific perceptions of value, challenge, and control. (LRW)

Defines human performance technology (HPT) as systems thinking applied to human resource activities, chronicles the emergence of HPT and the development of the HPT process model, and considers its use to define and implement high-performance work systems in information age organizations. (Author/LRW)

Considers how human performance technology (HPT) can achieve greater recognition in the mainstream business world by developing interventions that are framed in terms of enhancing the overall valuation of the organization's intangible assets. Discusses a consulting model that can be used with clients and stakeholders to identify barriers to…

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…

Considers Thomas Gilbert's Behavior Engineering Model as a tool for systematically identifying barriers to individual and organizational performance. Includes a detailed case study and a performance aid that incorporates gap analysis, cause analysis, and force field analysis to update the original model. (Author/LRW)

Discusses the application of performance technology to improve the performance of people and processes and shows ways to extend the influence of the performance analyst to investigate and improve core processes within an organization. Describes the performance analysis model and presents four case studies based on hospital performance issues. (LRW)

Discusses client satisfaction criteria relevant to human performance consultants and explains the CREDIT model that represents what clients consider most important. Examines CREDIT: Client needs, Relationships, demonstrating Expertise and experience, creating Deliverables, Interpersonal skills, and Tracking and project managing. (LRW)

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…

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)