Performance‐Based Rubrics for Measuring Organizational Strategy and Program Implementation

While a majority of the literature in the field of performance measurement has focused on what organizations should measure, report, and use in order to improve overall organizational results, organizational leaders still experience difficulty in identifying performance measures to track the achievement of organizational strategy. This article describes the methods used to measure organizational strategy and program implementation and proposes the use of a performance‐based rubric to better enable organizational leaders to capture and identify the essence of organizational strategy as implemented and to attribute performance outcomes to specific strategic actions. Implications for organizational leaders and researchers from all sectors are presented.     

Evaluating the Impact of a Performance‐Based Methodology on Transfer of Training

Transfer of training is the degree to which trainees can apply the knowledge, skills, and attitudes gained in training to the job. Currently only between 5% and 20% of what is learned in training is ever applied on the job. At this time, little is known about the effects of work environment factors, such as support, feedback, and goal setting, on training transfer. We utilized a quasi‐experimental between‐groups design using surveys, interviews, and behavioral measures to evaluate the impact of performance‐based work environment factors on training transfer. Results indicated that participants in the experimental group reported a higher level of training transfer than those in the control group. These findings suggest that a performance‐based approach to training can be an effective method to increase the likelihood that employees transfer training knowledge to the job context.     

Performance‐based measurement: Action for organizations and HPT accountability

Basic measurements and applications of six selected general but critical operational performance‐based indicators—effectiveness, efficiency, productivity, profitability, return on investment, and benefit‐cost ratio—are presented. With each measurement, goals and potential impact are explored. Errors, risks, limitations to measurements, and a final check for validity, applicability, accountability, and usability of these measurements are discussed. This article provides a simple, practical guide to performance measurement for organizations and human performance technology practitioners' accountability and continuous improvement.     

Performance‐based certification—How to design a valid,defensible, cost‐effective program

Initiating a certification program is the overall intent of this book. Judith Hale starts with the program's business case, navigating you through requirements, standards, and assessments, and concluding with implementation and tips for “going global.” The book provides you with a roadmap for starting and implementing a certification program. Whether you are a C‐level executive or a performance improvement practitioner, this book has the explanation and rationale for implementing a certification program, using examples demonstrating learning points clearly and effectively. Performance‐Based Certification‐How to Design a Valid, Defensible, Cost‐Effective Program (ISBN: 978‐1‐118‐02724‐0) is published by Pfeiffer.     

Structured Constructs Models Based on Change‐Point Analysis

This study proposes a structured constructs model (SCM) to examine measurement in the context of a multidimensional learning progression (LP). The LP is assumed to have features that go beyond a typical multidimentional IRT model, in that there are hypothesized to be certain cross‐dimensional linkages that correspond to requirements between the levels of the different dimensions. The new model builds on multidimensional item response theory models and change‐point analysis to add cut‐score and discontinuity parameters that embody these substantive requirements. This modeling strategy allows us to place the examinees in the appropriate LP level and simultaneously to model the hypothesized requirement relations. Results from a simulation study indicate that the proposed change‐point SCM recovers the generating parameters well. When the hypothesized requirement relations are ignored, the model fit tends to become worse, and the model parameters appear to be more biased. Moreover, the proposed model can be used to find validity evidence to support or disprove initial theoretical hypothesized links in the LP through empirical data. We illustrate the technique with data from an assessment system designed to measure student progress in a middle‐school statistics and modeling curriculum.     

反拨效应理论与研究方法综述

语言测试反拨效应近年来受到广泛关注,本文旨在概述几种国外反拨效应理论的主要研究模式,回顾反拨效应研究文献,总结其主要研究方法并提出了几点建议,以期为国内反拨效应研究提供借鉴,从而促进教学与测试改革。     

《教育资源建设技术规范》体系结构与应用模式

为了避免教育资源建设属性标注混乱的情况,教育部于2000年组织了专门的研究小组起草制订了指导我国教育资源建设的技术规范,现在即将推出正式的规范文档,本文介绍了《教育资源建设技术规范》的主要内容,并对它可能的应用层次做了阐述。     

企业管理会计变革理论模型研究综述

对当前国外有关企业管理会计变革的理论模型进行了回顾,并将这些理论模型概括为过程模型、要素模型和路径模型三类,它们从不同的角度揭示了企业管理会计变革的本质和过程。在回顾的基础上还进行了评述,指出了研究中的一致性结论及当前研究受到的局限。     

Using National Standards and Models of Excellence as Frameworks for Accountability

The authors describe several national standards and models of excellence, and demonstrate how two states, Maine and New Hampshire, have integrated these standards and models into their recommendations to school counseling programs for developing and implementing comprehensive career development programs. Emphasis is placed upon three factors: curriculum integration, guidance program evaluation, and accountability to school and community.     

媒体文化教育学的理论模式与实践路径

依靠法兰克福学派、伯明翰学派和洛杉矶学派的努力,西方教育学界在应对媒体文化挑战时已推出了三种理论结构清晰的媒体文化教育学。不仅如此,西方教育学者还通过教育学院的教师教育体系开拓了合理有效的实践路径,使媒体文化教育的理论建构首先服务于塑造优秀的媒体文化教师。面对媒体文化的强大影响及国内中小学远未成熟的媒体教育实践,中国教育学者同样能发展出进步主义的媒体文化研究和媒体文化教育学,并将它纳入教师教育的课程体系,培养教育观念进步、媒体文化研究能力优秀的教师。