共查询到18条相似文献,搜索用时 78 毫秒
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田俊 《中国科教创新导刊》2007,(19):64-65
本文从HPT简化模式,结合我国信息技术培训实际,提出了基于绩效技术的教师信息技术培训操作模型,并从中小学教师信息技术培训绩效分析、培训绩效差距原因分析、培训干预方案的选择与设计、培训干预方案的实施和教师信息技术培训后期支持--电子绩效支持系统六个组成要素进行了此模型的应用分析,对中小学教师信息技术培训工作有一定的指导意义. 相似文献
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绩效分析是教学设计的前端分析,旨在明确绩效问题、找出原因,从而确定适当的绩效改进方案。吉尔伯特绩效矩阵以及梅杰和珮普绩效分析模型分别从不同的层面和高度对绩效问题进行分析,配合使用这两个模型可以从宏观到微观一步步地锁定绩效问题,明确原因,为管理层的正确决策提供科学依据。 相似文献
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基于绩效技术的高校教师绩效改进 总被引:1,自引:0,他引:1
梁骥 《宁波广播电视大学学报》2007,5(3):77-79
本文运用绩效技术原理分析了高校教师的教学绩效,以及改进教师教学绩效的方法,并简要介绍了电子绩效支持系统在学校范围内对于教师绩效改进的个性化支持。 相似文献
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绩效技术作为教育技术的拓展,极大的拓宽了教育技术的实践领域。文章论述了绩效技术中的项目管理和项目管理的生命周期,并对权威的绩效技术项目的过程模型进行了修正和重构。在论述了项目的三重约束理论后,文章尝试着创造性的提出了绩效技术的项目管理的整合模型。 相似文献
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牛麟 《新疆教育学院学报》2012,(2):41-44
文章针对双语教师培训存在的问题,运用绩效技术的方法,以实际需要为绩效目标,提出基于绩效技术的双语教师培训模式.文章对该模式中的各个环节作了论述,并详述了干预措施设计应考虑的几个主要方面,为提高新疆少数民族双语教师培训绩效提供了一种新的思路. 相似文献
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根据元音数据处理方法和选取的特征,提出了三种基于统计学的模式分类方法:线性判别、二次判别和k-最近邻,并通过模型选择方法,对实际数据进行测试与比较,得出k-最近邻分类模式最为合适,同时提出进一步改进的思路。 相似文献
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The Organizational Communication, Learning, and Design Department at Ithaca College is experimenting with educational methods that situate learning in authentic contexts, for example, in real cases with actual clients. We hope that these methods will better prepare our students for skilled practice in the complex situations and environments where they will work. One of our efforts has focused on an upper-level undergraduate course titled Performance Technology, for which we have developed a variety of what we believe are innovative strategies and activities. Results have been encouraging and have suggested more direct and powerful links between preparation and practice. 相似文献
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Dale M. Brethower 《Performance Improvement Quarterly》1995,8(2):17-39
The mission of human performance technologists, to assure high levels of human performance in organizations, is well established, and usually accomplished through design and implementation of two major products: performance systems and instructional systems. The speed of change in the environments in which HPT is practiced, however, requires frequent analysis of what knowledge and skills are required of HP technologists in pursuit of this goal. This article works backward from results and the products that obtained them, to identify the knowledge, skills, and attitudes that form the critical human performance technology knowledgebase. The author uses an example from our “universal” neighborhood to illustrate seven basic categories of variables influencing organizational performance, and provides examples and non examples of five essential principles of psychology that can help guide HPT practitioners' efforts to design and implement effective systems. 相似文献
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Peter J. Dean 《Performance Improvement Quarterly》1995,8(2):68-94
Despite the fact that Human Performance Technology (HPT) has proved itself as a systemic, systematic process for increasing performance and profitability in organizations, it has not yet been widely adopted. There are several reasons for this. The conditions that must exist for organizations to benefit from all HPT can offer them are lacking. First, few individuals have the knowledge and skill necessary to implement the methods, measures, and models of HPT, and second, those who do seldom have the opportunity and authority to apply HPT where it will most benefit the organization. This article takes a look at such barriers to successful HPT practice, and how they can be overcome. It reports the findings of a survey of academics, internal practitioners, and external consultants who are members of NSPI who were asked to report on what opportunities exist for learning about HPT, where it is practiced in organizations and by whom, and what role management plays in implementing HPT within organizations. The article also suggests ways of addressing the barriers identified. 相似文献
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绩效技术的应用分析与建议 总被引:1,自引:0,他引:1
所有绩效技术专业人员都面临着如何在组织中有效实施绩效技术的问题,绩效技术领域三十多年的研究和实践表明,其在组织中的应用是一个缓慢、艰难而又充满困惑的过程,同时又是一个具有挑战和创造性的过程。本分析和探讨了绩效技术在组织中的应用问题,并在些基础上提出了八条策略和建议。 相似文献