Theory development and convergence of human resource fields: Implications for human performance technology

This study examines major theory developments in human resource (HR) fields and discusses implications for human performance technology (HPT). Differentiated HR fields are converging to improve organizational performance through knowledge‐based innovations. Ruona and Gibson (2004) made a similar observation and analyzed the historical evolution and convergence of three HR‐related fields: human resource management (HRM), human resource development (HRD), and organization development (OD). A field left out in their analysis is HPT. Many learning professionals recognize HPT as a more comprehensive approach to improving organizational performance issues (Molenda & Pershing, 2008; Pershing, 2006). However, little research has been done to advance the theory development of HPT and discuss its relationships within HR fields. This study adds a new perspective to that of Ruona and Gibson's historical analysis of HR fields by examining convergence issues from a theory development perspective.     

Primary sources of cognate research in human performance technology

This article is third in a series written to address questions regarding the need for more empirical research in the field of human performance technology (HPT) and the need to determine the future direction of HPT research. The call for more empirical research has been published in journals such as Performance Improvement Quarterly and Performance Improvement (formerly Performance and Instruction) for nearly 20 years.     

On Bullshit

A number of leading academicians and practicing professionals in the fields of instructional and human performance technology (HPT) have observed over recent years a disturbing pattern of ideas and propositions being advocated by academics and practitioners alike that do not always ring true. At best some of these propositions are misleading, and at worst they are disingenuous. In some cases these propositions are deemed nonsense. In trying to understand this perpetuation of nonsense in instructional and performance technologies, we have found and use for reference a small book by Harry G. Frankfurt titled On Bullshit. This 2005 publication traces the meanings of BS and argues that it is a form of falsehood that is different than lying. Frankfurt disdains nonsense talk and relates it to the now popular concept of a bull session. We hope that you, like us, find Frankfurt's treatise on BS useful in understanding and differentiating between sense and nonsense in the fields of instructional and performance technologies. On Bullshit (2005; 67 pages; ISBN 10:0691122946; hardback $9.95) is published by Princeton University Press.     

A Treatise on the Field of Human Performance Technology: The Need for a Scholars’ Guild*

In this treatise, three scholars join together to present what they believe to be voids and needs for the field of human performance technology (HPT). They present arguments that support the idea that HPT is an intellectual endeavor. They proceed to present a set of propositions that raise questions about trends and issues that they believe are challenges to HPT's future as a viable field of study. They conclude by presenting a set of recommendations and action plans to form a Scholar's Guild as a means to preserve, guide, and grow the field of HPT.     

Content analysis of the 20 most influential articles in PIQ

The purpose of this study is to examine key research themes in human performance technology (HPT) through content analysis of the 20 most influential articles identified in Cho, Jo, Park, Kang, and Chen (2011). Three questions guiding this inquiry are: (1) What are the key themes of the 20 most influential articles in PIQ, (2) What information do the 20 most influential articles add to an understanding of HPT, and (3) What are the implications of the content analysis for HPT research practices? Five key themes emerged from the content analysis, including instructional design, HPT scholarship, performance technology, performance support, and transfer of training. HPT scholarship was the most distinctive key research theme in this study. The qualitative details about the 20 most influential articles were provided, related issues were discussed, and implications for research practice were articulated.     

Performance improvement/HPT model: Guiding the process

This commentary is part of an ongoing dialogue that began in the October 2011 special issue of Performance Improvement—Exploring a Universal Performance Model for HPT: Notes From the Field. The authors feel that the performance improvement/HPT model in its past, present, and potential future iterations is not the only model for our field; however, it makes a systematic and flexible contribution to the field.     

Quality assessment and quality assurance in distance teacher education

Governments around the world have increasingly used distance education (DE), both preservice and inservice, to overcome conventional, campus‐based programme constraints in funding, access and student places. DE programmes have shown that they can expand assess to teacher education, but still need to demonstrate that they can produce teachers of the quality needed for today's schools. Quality assessment systems have been developed, using either examinations or impact studies, to demonstrate programme effect on graduate outcomes related to good teaching. Quality assurance systems have been designed, based on the concept of the ‘learning organisation’, to assure continuous improvement in programme conditions related to the desired outcomes. Quality assessment and assurance systems are reviewed and some examples of quality DE programmes presented.     

Synthesizing soft systems methodology and human performance technology

Human performance technology (HPT), like other concepts, models, and frameworks that we use to describe the world in which we live and the way we organize ourselves to accomplish valuable activities, is built from paradigms that were fresh and relevant at the time it was conceived and from the fields of study from which it grew. However, when the frameworks used by practitioners grow out of similar paradigms, important things can be missed when designing solutions in performance environments simply because of their practical limitations and exclusion of issues that may warrant our attention. This article looks at the paradigms most commonly used to explain performance environments, both within HPT and by those from other fields. From this a synthesized approach to solving perceived problems in performance environments is provided that introduces Soft Systems Methodology to the HPT practitioner, an approach built on premises very different from those commonly utilized in HPT frameworks.     

What's in a Name? A Comparison of Instructional Systems Design,Organization Development,and Human Performance Technology/Improvement and Their Contributions to Performance Improvement

What are the similarities and differences between instructional systems design, organization development, and human performance technology/improvement (HPT/HPI)? This article defines these fields and highlights how they contribute to the performance improvement domain. With Rossett's view of HPT as a “perspective, or habit of mind, that inclines us towards data, analysis, systems, alignment and partnerships” (A. Rossett, personal communication, October 28, 2012), HPT/HPI will be presented as the overarching framework for selecting and measuring instructional systems design or organization development interventions.     

New metacognitive model for human performance technology

Addressing metacognitive functions has been shown to improve performance at the individual, team, group, and organizational levels. Metacognition is beginning to surface as an added cognate discipline for the field of human performance technology (HPT). Advances from research in the fields of cognition and metacognition offer a place for HPT to expand its theoretical base. This article summarizes current theories of metacognition and presents a new metacognitive model for HPT.     

Examining the boundaries of HPT through the lens of communities of practice

Despite its existence for over six decades, the practice of human performance technology (HPT) has not been widely accepted within organizations. Varying levels of confusion surround the understanding of HPT, which has been influenced by myriad fields and disciplines. Although HPT is focused on improving performance at the organizational, team, and individual levels, it does not own the practice of performance improvement. The goal of optimal performance across various functions and levels within an organization is not confined to HPT but extends to process improvement, human resource development, organizational development, knowledge management, and several other areas. Therein lies the problem: A lack of consideration about the boundaries that delineates the field has ramifications for both the research on and the practice of HPT. This study examines the domains and disciplines that HPT proponents consider central to the field.     

HPT项目管理:绩效技术人员的工具与技术——对绩效技术项目过程模型的修正与重构整合

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。     

Performance technology—not a one‐size‐fits‐all profession

Note: This commentary is part of an ongoing dialogue that began in the October 2011 Performance Improvement special issue entitled Exploring a Universal Performance Model for HPT: Notes From the Field.     

Current status,future trends,and issues in human performance technology,part 2: Models,influential disciplines,and research and development

In this second part of a two‐part series, a panel of experts indicated that human performance technology (HPT) research is being adequately conducted but not properly used in practice. They stressed a need for more applied research and more extensive use of case studies. They also provided their perspectives about the influences of other fields on HPT, suggesting the need for HPT to align more closely with other disciplines that address issues of human and organizational performance.     

Do not confuse the flow of behavior and accomplishments with the variables that influence it

Note: This commentary is part of an ongoing dialogue that began in the October 2011 Performance Improvement special issue entitled Exploring a Universal Performance Model for HPT: Notes From the Field.     

Sample design for international studies of educational achievement

Author of numerous publications on the use of social indicators to guide decisions concerning resource allocation within education systems. Co-editor of Planning the Quality of Education (IIEP-UNESCO and Pergamon Press). His research interests are focused on indicators of the quality of basic education in developing countries.     

Defining Quality

This paper addresses the nature of the concept of quality in relation to higher education. It analyses ways of thinking about quality, considers their relevance to higher education, explores their interrelationships and examines their philosophical and political underpinnings. The relative nature of quality is examined. First, quality means different things to different people. Second, quality is relative to ‘processes’ or ‘outcomes’. The widely differing conceptualisations of quality are grouped into five discrete but interrelated categories. Quality can be viewed as exception, as perfection, as fitness for purpose, as value for money and as transformative.

Determining criteria for assessing quality in higher education requires an understanding of different conceptions of quality that inform the preferences of stakeholders.     

论高等教育质量的内涵

高等教育质量的内涵是一个多维、多层和变化的概念，其核心和基本方面主要体现在人才培养、教学、管理和文化等方面。高等教育的质量就是人的质量、事的质量、制度的质量、文化的质量，这就是高等教育质量的全部内涵。     

Control Group Methods for HPT Program Evaluation and Measurement

This research contributes to the methodologies in HPT program evaluation and measurement that are fairly lacking to date. First, a theoretical foundation for a control group is established based on a brief review of control group applications in various fields. Then, four types of control groups applicable to HPT program evaluation and measurement are defined and classified, and threats to internal and external validity in control group applications are explored. Lastly, four evaluation and measurement scenarios are presented for an E‐learning program to demonstrate the applicability of the control group methods for HPT program evaluation and ROI measurement.     

What It Really Means to Be Accomplishment Based

Human performance technology (HPT) evolved with the shift from a focus on behavior to accomplishments, the valuable products of behavior. The term accomplishment has not always been used consistently over the years, to the detriment of the field. This article summarizes benefits of accomplishment‐based performance improvement, reviews Joe Harless's recently republished book, The Eden Conspiracy , about accomplishment‐based educational reform, and summarizes successful educational reforms that have emerged from Eden in nearly 20 years since its original publication.