Human Performance Technology Research Articles

Perspectives on systematic capacity building in pharmaceutical regulation for regulators of medical products.

Having a robust, integrated regulatory system is important for ensuring the availability of safe and efficacious medical products of good quality and for protecting public health. However, less than 30% of countries globally have reached the required regulatory maturity level three, with low- and middle-income countries facing challenges in attracting and retaining qualified staff. World Health Organization (WHO) advocates for systematic workforce development, including competency-based education, to address these gaps. We provide perspectives on a systematic approach to capacity building of medicine regulators based on the experience and lessons learnt in developing and piloting the WHO global competency framework for medicine regulators through three scenarios. A systematic approach to capacity building, such as the human performance technology model, can be used to implement the WHO competency framework as part of organizational performance improvement while ensuring that initiatives are well-defined, targeted, and aligned with organizational goals. The competency framework can be used in different contexts, such as improving organization performance for individual regulatory authorities, strengthening regional collaborations, harmonization and reliance on medical products assessment and joint good manufacturing practices inspections of pharmaceutical manufacturers, and developing learning programs for medicine regulators. A competency-based learning approach for regulatory professionals ensures the transfer of learning to the workplace by integrating real-world practices in learning activities and assessments. Further work is required to develop and validate the assessment instruments, apply the competency framework in other contexts, expanding the learning programmes while continuously providing feedback for further refinement of the competency framework and implementation support tools.

SLR Systematic Literature Review: Metode Penilaian Kinerja Karyawan Menggunakan Human Performance Technology

Performance appraisal is an activity conducted by groups or individuals in a company with the aim of evaluating employee performance based on specific indicators. The purpose of this evaluation is to determine the level of employee performance, provide fair job opportunities, and enhance employee motivation and performance. The objective of this research is to review the literature that employs the Systematic Literature Review (SLR) method, while considering several aspects such as previous research on employee performance appraisal and human performance technology. Initially, the search was limited to 450 journals. Then, a review and further screening were conducted, resulting in 161 remaining journals using inclusion and exclusion criteria, yielding 17 journals that met the requirements. This research was conducted over several years to assess employee performance. Therefore, this systematic literature review is carried out to identify the methods used for employee performance appraisal and mentions that optimization algorithms and fuzzy comprehensive methods are used as evaluation methods to assess performance appraisal methods.

CONSIDERING CHANGE MANAGEMENT WHEN CONDUCTING HPT EVALUATION

This article describes how Human Performance Technology (HPT) practitioners can use HPT evaluation models to evaluate organizational change. Change management encompasses all the processes identified in the ISPI HPT model. Practitioners must conduct an effective change management implementation to be successful. However, many change management models do not describe how to evaluate a change implementation. This article identifies six HPT evaluation models and describes how practitioners can use these models to evaluate performance improvement and change management implementations simultaneously.

TRANSLATING CORE VALUES INTO ACTIONABLE STRATEGIES

TRANSLATING CORE VALUES INTO ACTIONABLE STRATEGIES

Using a human performance technology and improvement intervention to mitigate human resource business partner skill gaps

Using a human performance technology and improvement intervention to mitigate human resource business partner skill gaps

REMEMBERING DALE BRETHOWER—INTERNATIONAL SOCIETY FOR PERFORMANCE IMPROVEMENT AND HUMAN PERFORMANCE TECHNOLOGY PIONEER

Dale M. Brethower was professor emeritus at Western Michigan University (WMU), having started as a graduate student at Harvard University who studied under B. F. Skinner. He was a pioneer in the field of human performance technology (HPT) and served as president in 2000–2001 for the International Society for Performance Improvement (ISPI). His family and colleagues share their memories and tributes to his esteemed life and legacy.

A Proposal to Develop the Performance of School Leaders in Saudi Arabia in the Light of Human Performance Technology (HPT)

A Proposal to Develop the Performance of School Leaders in Saudi Arabia in the Light of Human Performance Technology (HPT)

The Process of Developing a Digital Repository for Online Teaching Using Design-Based Research.

The Purdue Repository for Online Teaching and Learning (PoRTAL) was developed as an Open Educational Resource (OER) for graduate students and faculty in higher education settings to enhance their online teaching skills and strategies. The PoRTAL team used a design-based research approach (DBR; Wang & Hannafin, Educational Technology Research and Development, 53(4), 5–23, 2005). In this study context, we used Van Tiem et al.’s (2012) model to identify problems faced by instructors who struggled with or were new to online teaching from a Human Performance Technology (HPT) standpoint. To address the identified needs, we created resources for online teaching and embedded our research within practical activities to further study our design process. Our efforts resulted in an HPT-OER Model for Designing Digital Repositories. The purpose of this paper is to share the DBR process that we used to develop an OER repository within an HPT model.

Organizational Analysis in Preparation for LMS Change: a Narrative Case Study

Collaboration and teamwork are concepts routinely attributed to organizational success and successful change management. Yet often the details of these collaborative experiences are limited to participants in the team involved. In this case study we highlight how a learning experience architect, as part of an organizational working group, could leverage human performance technology (HPT) principles to lead the analysis efforts surrounding an LMS platform change at a professional training organization. Human performance technology is the study and practice of improving productivity in organizations. This includes designing and developing effective interventions, processes, and methodologies that are ethical, results-oriented, comprehensive, and systemic (West, 2018). This article covers the project’s genesis, the project team’s creation, and how the analysis work was carried out. The first author’s unique access to the subject matter of this case study provides the ability to present the project’s analysis phase in the following narrative format. This article’s intrinsic case study represents an exploratory inquiry into a single case, as this article’s conclusions are inherently limited to its scope. Nevertheless, the article provides evidence that large scale change within organizations requires a balance of effective communication practices and organizational systems thinking.

GUIDEPOSTS OF PERFORMANCE IMPROVEMENT

GUIDEPOSTS OF PERFORMANCE IMPROVEMENT

BACK TO BASICS!

WELCOME TO OUR first issue of the Performance Improvement Journal (PIJ) under our new publisher, Allen Press! This issue also marks my first editorial as editor-in-chief, and of course once again forever grateful to Dr. Nancy Crain Burns, our previous editor-in-chief and ISPI president, whose leadership and guidance continue to drive our society's pursuit of performance excellence. As always, we also express our sincere gratitude and appreciation to our associate editors and contributing authors who offer us such interesting and engaging perspectives from the field.As we endure the sweltering summer of 2022, I want to thank those of you who have been patiently waiting for this issue as we transitioned to our new publisher. With this new issue, we turn the page of our first 60 years as a society and look ahead to what may lie ahead. It is probably a good time to consider the foundational guidance upon which our professional work in performance improvement is built. So let's get back to basics by reviewing our 10 Human Performance Improvement (HPI) Standards. As you review them, ask yourself, how do these 10 Standards fit into my professional practice? Which of these have I found to be most helpful in accomplishing my work?Are there some of these that might need more attention or development among my professional repertoires?Competent practitioners follow the 10 HPI Standards in the practice of human performance technology (HPT). The first four standards are sometimes known as RSVP (how we think):Competent practitioners also follow a systematic process represented by the remaining standards (what we do):These are all available at https://ispi.org/page/CPTStandards. As ISPI moves forward with our collective efforts to further engage our membership, we will be looking to highlight these 10 Standards with our contributing authors as we encourage them to contribute and highlight our standards across the articles we publish. We would love to hear back from our readers to also learn how the authors and their submissions to PIJ have helped you to expand your range of available options for improving human performance. Let us know what you think as you examine their work in each issue's contributions. Here is a brief description of what you will find in this issue.In the second part of their two-part case study, “Linking Learning to Performance—A Sales Case Study: Part II,” Jaime Torchiana and Paul Elliott provide an overall context and analysis of a transformational project to connect learning to quantifiable metrics of performance improvement. What were the salient points as you read through this second part of the article? What questions do you hope might be answered in Part II?Colleen Clampitt and Syed Adeel Ahmed examine the current growth of electric vehicles in Louisiana and use that information to determine if Louisiana has enough infrastructure in place to meet the growing demand in their article, “Electric Vehicle Sales and Infrastructure Analysis.” What might prompt you to consider reaching out to either of these professionals? What benefits would you find most helpful from this type of communication and ensuing relationship?Once again, Judy Hale introduces and interviews two ISPI members so that we can all continue to learn more about our colleagues: thought leader Margo Murray, who serves as president and chief operating officer of MMHA The Managers' Mentor Inc., as well as our very own ISPI President Nancy Crain Burns, who has been leading the charge of our wonderful society over the last 2 years.Lastly, we share Ria Roy's timely reflections on “Empathy as a Panacea to the Great Resignation: Is Our Business Landscape and Its Leaders Capable To Accommodate for Real Empathy? Looking at Fundamentals of the Business Landscape During the Great Resignation.”We are always so grateful to have the opportunity to share diverse perspectives from so many talented and dedicated contributors to the PIJ! We are also thankful to our members and readers who look forward to reviewing the contents of each issue. We also hope we are continuing to engage our membership through our online events and our next annual conference in Virginia in April 2023!Do you have an idea for an article? Have you seen a great presentation that should become an article? Are you a little short on certified performance technologist recertification points? PIJ is actively seeking articles that cross the boundaries of domains, enhance creativity, introduce HPT-related innovations, or simply teach a new HPT tool or method. Readers enjoy seeing the application of performance improvement standards that will inspire them to action. Please submit articles at https://mc.manuscriptcentral.com/pfi.Please send questions to pij@ispi.org. We look forward to seeing your contributions, comments, or questions. Again, thank you for reading!

The Development of a MOOCs Knowledge Repository System Using a Digital Knowledge Engineering Process to Enhance Digital Entrepreneurs’ Competencies

The objectives of this research were as follows: the development of a MOOCs knowledge repository system using a digital knowledge engineering process, and a competency assessment of digital entrepreneurs engaging in a MOOCs knowledge repository system using a digital knowledge engineering process. A total of 30 people were selected as a sampling group (purposive sampling) for this study, these included Small and Medium Enterprises (SMEs) in Bangkok with expertise in Human Performance Technology (HPT), as well as the MOOCs knowledge repository system. The mean, standard deviation, percentage, and a dependent sample t-test were used in the procedure for data analysis. The research findings suggested that: (1) the overall result concerning the development of a MOOCs knowledge repository system using a digital knowledge engineering process was at the highest level (Mean = 4.89, S.D. = 0.31), and (2) the overall result regarding the competencies of digital entrepreneurs after engaging in a MOOCs knowledge repository system using a digital knowledge engineering process passed the 80% rating, according to criteria. Moreover, learners who had undertaken activities through a MOOCs knowledge repository system using a digital knowledge engineering process improved their learning outcomes with a significance level of .05 based on the research hypothesis.

THE INTERSECTIONALITY OF PERFORMANCE: A SWEET SPOT

The building of distinct capabilities in an organization is essential; without those capabilities, organizations lose competitive edge and advantage, and ultimately market share and brand presence. Organizations utilize many tools to build human capabilities, which include interventions that seek to improve performance. The more HR can provide a line of sight to the C suite that those interventions and capability-building activities positively impact performance and business outcomes, the more effective HR can be at moving the HR strategy to the core of the business strategy. This writing explores using intersectionality to describe a confluence of design thinking, human performance technology, organizational network analysis, and influence on performance interventions. Keller (1987), Parker and Marsha (2021), and Roy (2021) have written on the various approaches to improving performance, but none of these studies utilized a confluence of the aforementioned strategies, hence the “sweet spot.” That spot is the foundation and centerpiece of the reasoning in this paper. This paper chronicled a performance exercise utilized by the author at the City of Detroit as an HR practitioner and applied this intersectionality to performance in the grounds maintenance division. It was learned that all aspects of these strategies layered together yielded robust results, concluding that many more HR practitioners and human performance technologists could employ this strategy and measure the outcomes.

USING MOBILE AUGMENTED REALITY IN PERFORMANCE SUPPORT

This article describes the benefits of using mobile augmented reality (AR) as a performance support intervention in Human Performance Technology (HPT). It demonstrates examples of using mobile AR to support job performance from areas outside of HPT such as engineering, computer science, and business. Moreover, it explores the applicable approaches of adopting mobile AR to assist performance support for workers. The article also addresses three main challenges to adoptmobile AR and guides the implementation of mobile AR in the workplace.

Online Learning with Project Based Learning Approach in the Human Performance Technology Course

The development of the era and the 4.0 revolution requires universities to be able to answer challenges to face technological advances and competition in the world of work in the era of globalization. Online learning is a form of learning that can answer the times, technological advances and knowledge of learning development in universities. This study aims to design the online learning with Project Based Learning approach in the Human Performance Technology course. This study uses the R&D method in designing online learning. The online learning design is carried out using the PEDATI model. The PEDATI model itself has several design steps starting from formulating online learning, mapping material, determining asynchronous or synchronous and designing the selected learning path. Asynchronous learning at PEDATI which consists of, deepening, applying and evaluating with a project-based learning approach that has six steps. The results of the research resulted in an online learning design which consisted of formulating learning outcomes, mapping materials, making asynchronous learning flows combined with project-based learning syntax. Selection of materials, forms of discussion, assignments to evaluation forms can be arranged in such a way and combined with the LMS used. Online learning designs that are designed with the right learning activities can make learning more meaningful for students. With online learning, face-to-face learning can be a means of discussion rather than just delivering material.

Attaining Quality Matters Certification for a Registered Nurse-Bachelor of Science in Nursing Program.

Increased demand for nurses and improved technology have increased the development and popularity of online education programs over the past two decades; however, the online format has revealed numerous pedagogical and implementation challenges. One primary challenge is the lack of structural design standards across all courses in the program. The lack of standardization is linked to decreased student outcomes, satisfaction, and retention. The Quality Matters course design rubric and program certification provide a methodical process to standardize the format of all courses in an online education program. The Quality Matters course rubric is designed to increase student and faculty engagement and reduce variability in course design. At the current university, the application of Quality Matters processes and standards was first trialed with a few individual courses. Following the trial, faculty and administration decided to begin the process of seeking Quality Matters certification for the entire registered nurse-bachelor of science in nursing program. This article describes the process of attaining Quality Matters program certification for an online registered nurse-bachelor of science in nursing program. The nursing process and the Human Performance Technology evaluation model were used as appraisal frameworks guiding this program's QM certification process.

A Look at an Automation Adoption Through a Human Performance Technology Lens: A Case Study of Bank Tellers and Automated Teller Machines

This case study tells the story of the influence of automation introduced by the adoption of the automated teller machine on the performance of bank tellers through a human performance technology lens. The performance improvement opportunities for bank tellers are reviewed using automation theory, definitions, and models. Detailed in the case is how this change in the process, practice, and value of bank teller performance can be expressed through primary alignment focus, worthy performance, and leisure.

Trends and Implications of Models, Frameworks, and Approaches Used by Instructional Designers in Workplace Learning and Performance Improvement

We undertook a three-step process to develop, test, and implement a survey research study to identify the models, frameworks, taxonomies, and approaches, most often used by instructional designers to support workplace learning and performance improvement initiatives in a variety of organizational contexts today. A total of 199 professionals working on instructional design, e-learning, and performance improvement projects responded to the survey. They shared the models they use to inform instructional and non-instructional learning interventions, and performance improvement interventions, project work. Our results show the most widely used ID and HPI-related models include: ADDIE, performance gap analysis, Kirkpatrick's evaluation model, Agile development model, rapid ID prototyping model, Merrill's first principles, the behavioral engineering model (BEM), the cognitive load overlay model, ISPI's human performance technology (HPT) process model, and CADDIE. We present implications for program design, course design, and the ensuing choices of study for emerging practitioners working in different contexts.

Human Performance Technology (HPT) Application in Diverse Situations: College to Career Transition, Instructional Design, System Model For Craft Industry, Online Classes During Pandemic

Human Performance Technology (HPT) Application in Diverse Situations: College to Career Transition, Instructional Design, System Model For Craft Industry, Online Classes During Pandemic

QUANTITATIVE ANALYSIS OF OPERATIONALIZATION OF ATTITUDES AND MOTIVATION OF MANAGERS IN RAISING THE PERFORMANCE OF THE TV SERVICE

The activities of media management have the task of overcoming all the surprises in the turbulent financial and media market, using permanent education. Management must be modernized in organizational terms, with the need to monitor and introduce technological innovations, such as networking and virtualization.When we come across organizational performance problems, and if one thinks it is a motivation problem one should ask: Are motivational problems different from performance problems? Should the concept of motivation be added to our understanding of this problem or is it possible to discover and solve it with an existing HPT tool Human Performance Technology? If performance variables such as goals, equipment, feedback, and incentives have worked effectively, is it possible that motivational problems still remain?In this paper, by quantitative analysis based on the total variables of two focus groups and three groups of stakeholders, we were able to clearly define the statistical differences between public and commercial TV service, as well as to determine their characteristics. What consequences can these changes cause in the long run? Will they be repeated and in which direction will managerial functions develop further? Quantitative data and indicators obtained by empirical research will be processed by the statistical method. Statistical methods for comparing groups with several techniques and tests (one-factor analysis of ANOVA variance, non-parametric technique and tests) will be used to prove the hypotheses.Starting from the above theoretical and empirical findings, we set four basic and four auxiliary hypotheses. By applying different methods of determining the existence of attitudes and motivation of TV service management that exist in the real economic world, the collected quantitative data obtained through the instrument / questionnaire will be statistical analysis, calculate the proportions of their interdependence during economic processes. They will show that different factors from the macro and micro environment, influence the attitudes and functioning of management. Communication with target groups, ie the audience with a specific approach depends on the motivation and attitudes of the management, which depends on the innovation and creativity of the management. Communication, the environment in the organization, business culture, social responsibility, depend on the attitudes of management that shape the image of TV services and their development. Attitude and motivation ensure competitiveness in the long run, as well as retaining the audience and advertisers. Based on the stereotypical public opinion, it was expected that the public service would have a more motivated management, that it would invest more in the quality of information and programs, in order to diversify media, cultural and educational content. A statistically significant difference in the motivation of managers in favor of commercial TV service was found. Motivated management can achieve a cohesive business intelligent TV service and thus the quality of service delivery and quality program to the target market while respecting the political, economic, technological, environmental and social factors that operate in an environment covered by the TV signal.