More and more colleges and universities today have discovered electronic record-keeping and record-sharing, made possible by document imaging technology. Across the country, schools such as Monmouth University (New Jersey), Washington State University, the University of Idaho, and Towson University (Maryland) are embracing document imaging. Yet…

True excellence in technology implementation emerges when IT, administrative, and academic leaders link IT to mission-critical institutional objectives, investing in hardware and software to serve an explicit purpose and a distinct population of users. This article illustrates that at public institutions of higher education in New Hampshire as…

Across the U.S., a growing number of schools are turning to ePortfolio assessment technologies to help them monitor and evaluate student progress in a variety of disciplines--and to help them and their students do even more. Across the board, educators report that their ePortfolio efforts have revolutionized the learning process, and the…

This document contains four papers from a symposium on the human resource development (HRD) function in organizations. In "Comparing Quality Profiles of Training Organizations--A Multi-Level Approach" (Martin Mulder), analysis of over 1,300 training projects indicates that variation in quality is almost entirely explained by the…

Recent work with automotive e-commerce clients led to the development of a performance analysis methodology called the Seven Performance Drivers, including: standards, incentives, capacity, knowledge and skill, measurement, feedback, and analysis. This methodology has been highly effective in introducing and implementing performance improvement.…

Outlines the benefits of human performance assessment and examines the reasons why testing hasn't become a general practice in organizations. Describes five steps in creating a test/assessment instrument: analysis; construction; reliability; validity; and setting standards. (AEF)

Discusses the historical development of "hard" and "soft" systems thinking traditions and examines how these traditions have been understood and applied in the field of instructional development. Proposes the need for a synthesis of the two traditions in planning, implementing, and evaluating instructional programs. (AEF)

Describes the importance of leadership as an informing and unifying discipline for the preparation of performance technologists and explores the impact of this orientation on a pertinent course at Western Michigan University. Topics include leadership behaviors, vision, motivation, conflict, decision making, communication, change, followership,…

Discussion of human performance technology tools for instructional design focuses on incentives and competence. Highlights include quality, organizational goals, feedback, employee attitudes, working conditions, deadlines, standards, training, a balance of forces, and partnerships. (AEF)

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…

Provides an overview of performance technology, the application of knowledge for optimizing performance. Discusses the influence of ISD (instructional systems design), tactical interventions, business, and industry; its use in business, industry, military, and government; and academic backgrounds of performance designers. Outlines a…

Reviews five transfer models that are effective in organizing knowledge sources and stimulating understanding in the process of transferring training skills to the job. Highlights include trainee characteristics, design factors, work environment, a systemic model of factors that predict employee training, trainers becoming performance…

The systematic four-step process introduced in this article lays the basic groundwork in helping an organization link all its programs and initiatives to its strategic goals. Discusses the definition and purpose of performance measurement; elements of a global performance system; and building a global performance measurement system. (AEF)

Provides eight reasons why a trainer with an instructional technology background and an employee-centered focus on performance improvement should be involved in solving human performance problems. Abilities highlighted include: systematic thinker; systemic thinker; analytical; team player; excellent interpersonal and communication skills; knowing…

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…