A Selected Review of the Underpinnings of Ethics for Human Performance Technology Professionals - Part One: Key Ethical Theories and Research

Professionals serving as internal and external consultants, whether as performance technologists, human resource development facilitators, training specialists, organizational development change agents, or quality improvement engineers, are uniquely positioned to influence ethical awareness in the workplace. Understanding the basic underpinnings of ethical theory and empirical research in ethics will give professionals a grounding in the ethical implications of their interventions as they practice their craft. This is especially true for the practice of Human Performance Technology. This article is a review of the basic ethical theory and relevant empirical research. Further, the article serves as a reveille for HPT professionals. They know the systems and strategies of HPT. By examining these in the context of ethics, they may broaden their “vantage points” (Dean 1992b) on these systems and strategies so they can see more precisely how ethical issues influence performance and how what they do can influences the ethical climate of an organization.     

Human Trafficking: A Review for Mental Health Professionals

This article provides a review of current research on human trafficking for mental health practitioners and scholars. In addition to an overview of definitions, causes and processes of trafficking, the article highlights mental health consequences of trafficking along with suggestions for treatment of survivors. Directions for counseling services, prevention, policy work and international involvement are also discussed.     

Changing Roles and Professional Challenges for Human Performance Technology

From its roots in behavioral science and instructional systems design, the field of human performance technology has broadened significantly during the past three decades in terms of its interventions and the backgrounds and skills areas of its practitioners. This development brings with it many questions as to the field's definition, theoretical underpinnings, and future developments in research and practice. A brief review of the history of HPT, a survey of some of its leaders, and a model of the roots and branches of the field are presented.     

Development of Professional Identity for Counseling Professionals: A Mindfulness-Based Perspective

Professional identity development (PID), which involves transformational learning, is crucial for counselors and trainees. However most current training approaches focus more on specific tasks related to PID without focusing on the transformational learning aspect. Mindfulness is an important component for transformational learning; however, limited effort has been focused on its likely impact on PID. This conceptual article describes the need for integrating mindfulness into PID, and explains applications of mindfulness practices in assisting counselors to enhance development of a professional identity in the course of completing transformational tasks through a transformative learning process. Recommendations for future practice and research are included.     

专业硕士学位项目与职业伦理教育二题

讨论了在专业学位研究生教育项目中开展职业伦理教育的必要性和可行性,对于专业学位研究生教育中进行职业伦理教育的目标也加以说明。     

对教育技术专业人员职业道德规范建设的思考——美国AECT的工作及启示

职业道德规范是任何一个研究与实践领域都不可回避的问题,也是专业与学科建设的重要课题之一.美国AECT作为教育技术领域重要的学术组织之一,数十年来一直致力于教育技术专业人员职业道德规范的建设探索,从个人、社会、行业三个层次全面阐述了专业人员的职业道德规范.这对于我国如何基于自身独特的发展历史与文化传统,创建中国的教育技术专业人员职业道德规范具有重要的启发与借鉴意义.     

科技人力资源开发及其两个重要指数

以教育维和职业维界定国家科技人力资源在工业发达国家已有十余年历史.本文在介绍科技人力资源界定及统计测度标准方法的基础上,从科技人力资源教育与职业匹配的视角,给出两个研究分析其相关性的特征指数Ei和Oj,通过实证研究,验证了特征指数的有效性,进而就我国科技人力资源能力建设提出了相应建议.     

A Framework for New Scholarship in Human Performance Technology

This article introduces a strategic argument and examples, in subsequent articles in this special issue, about sociocultural research opportunities for HPT practitioners and scholars. The authors take the view that recent criticisms of Instructional Systems Design have merit when considered from an organizational performance point of view. We see the problem as historic overuse of one theoretical perspective at a microlevel of theory and application. We argue that adding recent sociocultural perspectives and expanding the levels of theory to include groups and complex organizational structures will offer an opportunity for more rigorous and diverse research agenda and create new insights for problem solving in practice.     

A Review of Organizational and Human Performance Frameworks

The frameworks or models used to conceptualize workplace performance are as diverse as the organisations they attempt to mirror. The purpose of this review was to examine a sample of the frameworks used to model human performance in organizations with respect to: 1) change orientation, 2) theoretical basis, 3) organizational results level, 4) unit of analysis, and 5) performance analysis. Organizational system and performance system frameworks were contrasted with systematic process models of performance improvement. Frameworks are defined as system‐orientod representations of the flow or linkages of resources, inputs, processes, goals, and results within and external to an organization. Performance improvement process models are defined as representations of systematic processes that define steps to be taken to implement a particular solution or identify a problem. It is recommended that solution designers blend frameworks of organizational system and performance system architectures into systematic, participatory design processes.     

人力资源竞争力理论研究综述

本文从不同角度、不同层面对人力资源竞争力的相关理论研究进行了述评,笔者认为目前对人力资源竞争力的研究集中在区域人力资源竞争力、企业人力资源竞争力以及时人力资源竞争力的评价及提升等方面。通过分析、总结国内外有关人力资源竞争力的理论,可以为提升人力资源竞争力提供一定的理论指导。     

江西高等职业教育资源培育问题的思考

高等职业教育重视学生的知识、能力和素质的全面培养 ,确定能力本位 ,实行理论与实践结合的监控评价。江西省各高等职业学校超教育资源招生 ,给高等职业教育留下了一定的隐患。本文从实际出发 ,分析江西高等职业学校的教育资源现状 ,提出了一些相关的思考。     

动漫设计与制作专业的专业素材资源建设

本文阐述了动漫设计与制作专业素材资源在专业教学中的运用,介绍了专业素材资源库的设计原则、思路及资源库的框架。提出利用素材资源库进行探索性学习,激发学生的学习热情,提高学习效率,实现教师、学生和专业素材资源之间的交互教学。     

A Proposed Domain of Human Performance Technology: Implications for Theory and Practice

In this article, I have proposed a domain and definition for the human performance technology field. I contend that the domain can provide an organizing structure for the field. The proposed domain consists of three major components: management functions, performance systems development functions, and components of human performance systems. In making this proposal, I have discussed as well systems theory and professional practice and outlined three major areas of implications: research, practice, and professional preparation. The domain presented is explicitly derived from and consistent with the principles of systems theory.     

Human Performance Technology and Knowledge Management: A Case Study

ABSTRACT As organizations respond to competitive environments and strive to enhance performance, knowledge management (KM) has increasingly become a strategic activity. A KM strategy entails consciously helping people share and put knowledge into action. A key challenge is how to develop and implement KM solutions that provide performance support to knowledge workers and seamlessly integrate KM into business processes. We propose that human performance technology (HPT) provides a systematic framework to help guide KM initiatives. Specifically, HPT provides a holistic view of a knowledge worker's performance environment by considering the complex interdependencies between the organizational context, business processes, and individual performers. Via a case study, we describe and illustrate how HPT guided one organization in its journey to identify the content and structure to best support performance and manage knowledge in a core business process. Based on the case study, we offer lessons for other firms on how HPT can be used to guide KM initiatives.     

Case Study Research: A Valuable Learning Tool for Performance Improvement Professionals

Although it is sometimes recommended that performance improvement (PI) professionals include experimental research designs in their repertoire of PI tools and methods, it has been long understood that experimental designs can be difficult to implement due to impediments resulting from the complex nature of the organizational settings. However, the utilization of case study research has proven to be an effective alternative to aid in the identification of strengths and opportunities for the improvement of organizational procedures, policies, processes, or programs. Case study research helps managers and practitioners make sense of real world problems. This article presents a summary of steps in the design of case study research and provides examples of how these methods have been used within organizational settings. Implications for PI practitioners are provided.     

美国绩效技术:定位、现状与人才培养——访美国绩效技术领域七学者

绩效技术诞生于20世纪60-70年代美国的教育技术领域,由于其提高组织绩效的独特视角与成效,近年来备受关注。在我国,绩效技术一直是教育技术领域的研究热点。我们引入了一些相关理论,也开始在实践中探索理论的应用,以期将有关理论与方法本土化,从而适合我国实际。为此,深刻理解绩效技术,追踪其在美国的发展现状与趋势对在我国发展绩效技术有着重要的意义。就美国绩效技术领域的现状、发展以及人才培养的有关问题,我们陆续对大洋彼岸的美国绩效技术领域的学者与实践人员,包括托马斯.M.树文、罗杰.考夫曼等七位学者进行了访谈,以期从不同专家的观点中获得对绩效技术更为全面的认识。