Discusses work-related documents in organizations that can be useful to performance analysts and evaluators and provides an overview of three types of document analysis useful to performance technologists: tracking, content analysis, and case study aggregation analysis. Describes the advantages and limitations of document analysis and how it is…

Provides a chronological perspective of human performance technology (HPT) definitions and an evaluation of them in terms of independent and dependent variables. Discusses human competence and performance technology and compares the definitions with the goals that have been articulated for HPT. (Author/LRW)

Identifies six critical success factors to rethink performance improvement following the terrorist attacks of September 11. Topics include moving out of traditional paradigms to use wider boundaries for planning and continuous improvement; focusing on end results; levels of planning; ideal visions; preparing clear, measurable objectives; and…

Discussion of performance analysis and improvement focuses on a performance system that is regulated by feedback from both internal and external sources. Discusses human performance technology (HPT), which focuses on the goals of the organizational structure; and explains the macrosystem, including metrics and standards; the microsystem; and…

Presents aspects of the traditional ISD (Instructional Systems Design) process that may change when moving a learning object strategy. Compares a traditional ISD process to a process that has been customized to fit the design, development, implementation, and evaluation of learning objects, regardless of how they are used as a performance…

Discusses the concept of differentiating between legitimate needs (gaps between current and desired results) and wants (the customer's preferred solution for meeting needs). A case study from a human resources development group is presented, including a proposed solution, the performance technology compromise, and impacts on design and evaluation.…

Offers a six-step process that can help a training department evolve from a reactive training factory into a proactive internal consulting practice through the use of performance technology principles. (Author/JOW)

Discusses the failure of many human performance technology (HPT) solutions; describes craft solutions as opposed to scientific knowledge and the application of technology; and stresses the need for collaboration for the development of successful HPT solutions. (Contains 21 references.) (LRW)

Discusses human performance technology (HPT) and change strategies. Describes types of power, including personal power and position power; participative change strategies; directive change strategies; performance improvement; and examples of strategies to help change individual and organizational behavior. (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 the process of personnel selection as an element of performance improvement and suggests that how well a potential employee will fit into the organizational culture should be a selection criteria. Describes five steps to integrate organizational culture into the personnel selection process, including an internal organizational cultural…

Discusses problem solving and why employees need to be trained and educated to solve problems. Highlights include domain knowledge and its role in problem solving; instructional design issues; types of problems; discrete problems versus metaproblems; and the need to prescribe instructional design processes for each type of problem. (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)

Explains Gilbert's Behavior Engineering Model that can enable the success of novice performance engineers by prompting appropriate front-end analysis and describes a performance improvement project conducted in the customer service department at an insurance agency. Discusses task clarification, employee self-monitoring, and public posting of…

In May 1998, at the ceremony celebrating the hundredth anniversary of Beijing University, Party and state leaders put forward the objective of establishing a number of world-class universities among our country's institutions of higher learning. In January 1999, Beijing University launched, in an overall manner, its plan to "create a…