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October, 2006
Volume 45 / Number 9
Editor's Notes: Innovative HPT
Approaches to Transform Your Work and Your Workplace
by Holly Burkett, CPT, MA, SPHR
Commentary-Five Performance Sins That Can Slowly Erode Your Company's Health
by M. Mari Novak,CPT and Steven J. Kelly, CPT
Quantitative, Qualitative, and Quasitative Inquiries in Human Performance
Technology: Measure the Past, Observe the Present, and Imagine the Potential
by Sharon L. Bender, PhD
The author presents a complete picture approach to conducting investigations in
the human performance technology (HPT) system. Applying a trio of inquiries
(Q3), combining quantitative, qualitative, and quasitative approaches, enables
practitioners to "measure the past, observe the present, and imagine the
potential." Deploying HPT from this perspective helps practitioners to more
thoroughly understand the complexities surrounding performance issues and to
build a stronger case before ever attempting to select and promote an
intervention. An amalgamation of devices is plausible in this dynamic approach.
Benefit stems from asking pertinent questions in the investigative process. What
has happened? What is happening? What will happen? These subquestions aid in the
development of a grand tour research question, such as, What is the relationship
between the past, present, and potential situations relative to the gap in
performance?
Controlling the Behavior of Motor Vehicle Drivers: A Nonverbal Application
of Gilbert's Behavior Engineering Model
by Bob Cicerone, Richard F. Sassaman, and John M. Swinney, CPT
In planning facilities and services, transportation planners use
origin-destination studies to create models that describe the flow of traffic in
a defined area of interest. One type of origin destination study is the driver
intercept. With this method, vehicles passing a particular location are
intercepted and field interviewers administer or distribute a data collection
instrument to the driver. Effective control of the behavior of motor vehicle
drivers is essential to avoid injury or death among the traveling public and
field interviewers during these studies. However, personnel commonly assigned to
control traffic in driver intercept studies (market researchers, state
department of transportation employees) lack a model that identifies the factors
that control human behavior. Consequently, their efforts to control motorist
behavior are based on observation of other ineffective traffic controllers and
personal trial and error. This article describes how Gilbert's Behavior
Engineering Model was used to derive a four step process to engineer motorist
behavior using information, resources, and incentives.
Move from Managing to Driving Performance
by Mark A. Stiffler
After investing significant time and money on performance management systems and
processes,
most organizations find they are still unable to manage performance, let alone
drive it. The problem is that none of the current approaches to performance
management provides a single, consistent vision that ties together every
component of the organization and its operations. Instead, each represents only
one piece of the performance management puzzle, which, taken independently,
improves only one piece of the organization. To be performance driven,
organizations must look to adopt a systemic, integrated strategy that unifies
both the individual and organizational aspects of performance management.
This article provides a framework for establishing a unified performance
management strategy and discusses how, by addressing five key linkages missing
from non-unified approaches, such a strategy can help organizations effectively
drive performance across the enterprise.
Problem Solving Was Never This Easy: Transformational Change
Through Appreciative Inquiry
by Marvin Faure
The use of management methods based on so-called positive approaches is growing
apace in
the United States and beginning to make inroads in Europe, buoyed by an
ever-increasing body of research both underlining their effectiveness and
providing their theoretical base. Appreciative
Inquiry (AI) is one of the most frequently used among these new approaches and
has often been reported as successful in generating "transformational" change,
i.e., a change that leaves the organization demonstrably different. Since the
ability to effect periodic transformational change is vital to the survival of
any organization, the claims made for the greater efficacy of AI compared to
traditional methods should be evaluated and the methodology understood so that
it may be used to best effect. This article has been written from a
practitioner's point of view. It is intended to demonstrate what made the use of
AI successful in generating transformational change in a number of cases, while
providing some practical guidance that may be of use to organizations wishing to
effect similar transformational changes in the future.
Get Educators to Absorb the Power of HRD in Molding Quality Education
by Raduan Che Rose, PhD, and Naresh Kumar, PhD
In optimizing efforts to improve the quality of education, it is necessary to
improve the quality of educators in all aspects of their functions. Indeed,
human resource development (HRD) becomes the most dynamic solution for enhancing
educators' credibility in meeting the challenges brought by globalization and
information and communication technology (ICT). HRD activities can lead to
progressive professional development among educators that further contributes
toward quality education. This article analyzes the broad scope of the
increasing need for HRD at higher learning institutions.
A Practitioner's Guide for Designing Performance Support Systems
by Frank Nguyen and Craig A. Woll
The general human performance technology model provides practitioners with a
process to analyze performance problems and select the appropriate intervention.
When it comes to electronic performance support systems (EPSS), no clear and
concise model currently exists to guide practitioners. This article offers an
EPSS design model that can be readily applied by human performance technologists
to address their customer's performance problems.
Book Review-Efficiency in Learning: Evidence-Based Guidelines to Manage
Cognitive Load
by Ruth Colvin Clark, Frank Nguyen, and John Sweller
reviewed by Melissa Baddeley
Executive Summaries
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