The need is often not more resources, but the right resources, delivered when the user needs them. In today's knowledge economy, where job roles and requirements change frequently, resource delivery systems that allow customization of information, functions and contents by users are increasingly needed. Schatz discusses the inherent challenges of…

The performance diagnostic checklist (PDC) was administered to examine the variables influencing the offering of promotional stamps by employees at two sites of a restaurant franchise. PDC results suggested that a lack of appropriate antecedents, equipment and processes, and consequences were responsible for the deficits. Based on these results,…

Organizational performance is a function of many variables, two of which are work process factors and human performance factors. Our study compared the effects of changing a work process versus human performance improvement techniques and the combined effects of combing both techniques. A 2 (manual vs electronic process) x 2 (with vs without…

Two years into an aggressive expansion plan, Aspire Public Schools was on track in terms of school openings, but behind on its goals to add a layer of management. The schools were performing well, but the nonprofit's leaders were stretched paper thin and concerned about the organization's ability to perform in the face of more growth. Determined…

Needs assessment plays an important role in training and human performance improvement efforts, but the literature contains little research on this topic. This study extended previous research on the Performance Analysis for Training (PAT) model of needs assessment by examining its implementation to determine environmental and occupational health…

This paper presents the activities of the Universal Service Administrative Company (USAC) for 2009. The past year was one of accomplishment for USAC. USAC implemented a host of advances in operations, infrastructure, and outreach in an effort to continue to improve collection and disbursement of the Universal Service Fund (USF) support and to…

The American Society for Training and Development (ASTD) defines human performance technology (HPT) as "a systematic approach to analyzing, improving, and managing performance in the workplace through the use of appropriate and varied interventions." The first step in this approach is the performance analysis (Gilbert, 1978). In this…

Discusses the impossibility of organizational change and how that impacts the role of human performance technology. Five components of technology are described, including systems thinking; personal learning and mastery; mental models; building shared vision; and team learning. (LRW)

To perform rapid analysis one must ask the right questions at the right time and engage in active listening. This article examines the fundamentals of rapid analysis: business need, performance requirement, work processes, interventions, and evaluation. Includes an analysis completeness checklist (organizational need/opportunity, economic…

Presents a simulated dialog that explores the issues surrounding the terms and concepts of "training needs assessment" and contrasts those with "needs assessment." Needs, needs analysis, and training requirements analysis are defined, and it is concluded that needs assessment is a better term than training needs assessment.…

Provides a practitioner's overview of the processes, models, and lessons learned from a successful application of Level Three training evaluation theory, tools, and principles. Focuses on the development and implementation of a program for a fast track, cost-effective evaluation that balances organizational needs, regulatory requirements, and…

Discusses the need for clear and measurable statements of the learning objectives in cross-cultural training and describes the process one training center used to address this need. The goal was to undertake a competency analysis of intercultural effectiveness to describe the performance expected of an interculturally effective person. (Author/LRW)

Describes STEP (Systems for Training, Evaluation, and Performance), a model consortium of senior training professionals for performance improvement. STEP activities are described, including networking and projects; costs, management, and replication of the model are also discussed. (LRW)

Describes strategies for fostering individual motivation, focusing on unique motivation issues faced by teams and how to overcome them. Suggests that motivational programs can improve performance and solve performance problems, and that the challenge is to find ways to support individual and cultural beliefs about success and what makes them…

Explains performance-centered learning (PCL), an approach to optimize support for performance on the job by making corporate assets available to knowledge workers so they can solve actual problems. Illustrates PCL with a Web site that provides just-in-time learning, collaboration, and performance support tools to improve performance at the…