Human competence is a vital element for any organization that expects to survive and then thrive. Developing individual performance ability is necessary but not sufficient because trained people alone will not make an organization successful. We must determine what people should deliver and why it should be delivered in order to add measurable…

Performance appraisals traditionally have been studied quantitatively, from the manager's point of view, without considering their value or lack of value to workers. The absence of this information indicates that workers' perceptions and feelings have not always been considered. Therefore, the purpose of this phenomenological study was…

The paper considers the extent to which the education sector has embraced performance management and performance-related pay. It contemplates the transfer and adaptation of performance management by the public sector as an audit mechanism for improving the performance, productivity, accountability and transparency of public services. The paper…

Theory at both the micro and macro level predicts that investments in superior human capital generate better firm-level performance. However, human capital takes time and money to develop or acquire, which potentially offsets its positive benefits. Indeed, extant tests appear equivocal regarding its impact. To clarify what is known, we…

For flooring manufacturer Mohawk Industries, it is not enough to teach employees how to be great. The long-time Training Top 125 contender focused last year on helping employees to blaze their own learning paths while meeting organization imperatives. That meant improving the technology that supports employee performance, as well as creating new…

Recent research in the areas of human performance technology (HPT), organizational development, and cross-cultural training has suggested the need for developing managerial competencies that are effective in diverse cultural settings. Some competencies such as technical proficiency, knowledge of company systems, adaptability, and the ability to…

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…

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)

Describes trends affecting both knowledge workers and the performance technologists who support them. Five strategies are suggested for providing performance support: (1) address systems-level issues; (2) align performance technology efforts with technological imperatives; (3) provide information filters; (4) provide custom tools; and (5) make…

Reviews instructional design issues for electronic performance support systems and outlines strategies for developing an effective system for a given work setting. Discusses overall design, the information database, the advisory and instructional components, and access to applications software. (AEF)

Multisource assessment is a tool for obtaining quality performance feedback by collecting performance information from multiple work associates. Topics include performance facilitation; performance feedback; assessing training effectiveness; continuous learning; and development or performance management. (AEF)

As organizations respond to competitive environments and strive to enhance performance, knowledge management (KM) has increasingly become a strategic activity. A KM strategy entails consciously helping people share and put knowledge into action. A key challenge is how to develop and implement KM solutions that provide performance support to…

Discusses how to improve an organization's training and communications system, both philosophically and technically, and highlights activities conducive to a rewired communication system. Lists online sources on the topic and freeware packages that can be downloaded, and includes job aid forms designed to be copied and posted in the organization.…

Three leadership styles are frequently discussed in the literature today: transactional, transformational, and most recently--transcendental. Managers may be able to put transactional, transformational, and transcendental leadership style theories into practice without inventing a new set of processes and procedures to achieve individual follower…

As is true for human resource development (HRD), the field of organization development (OD) draws from numerous disciplines to inform its theory base. However, the identification and selection of theory to inform improved practice remains a challenge and begs the question of what can be used to inform and guide one in the identification and…