Activity+7


 * Module 7 Activity **
 * Procedure**
 * 1) There is **no** activity this week. Continue to work on your projects. You will receive the full 20 points for accessing the module.

module 7 > lesson 1

** Introduction **
Human Performance Technology (HPT) and its framework continue to evolve. As such, it's important for Instructional Designers and Performance Technologists to be aware of sustaining HPT as it evolves, as well as related research. In this module, you will read related chapters in the HPT Handbook and either discuss key points.
 * Context**
 * Objectives**

Given HPT resources, you will:
 * Analyze technological developments in context of emerging business challenges and organizational structures
 * Discuss trends in non-training interventions
 * Identify trends in training interventions
 * Characterize research in HPT
 * Resources**
 * HPT: Chapters 17, 23, 26, and 27

** module 7 > lesson 2 **

** Executive Thinking **

 * Shift in Executive Thinking**
 * Underestimate financial and business return from investing in human resource development (HRD).
 * Typical industry goals…
 * Emphasize cost, improving profits, or developing new products.
 * Little appreciation for HRD to implement changes aimed at attaining goals.
 * See HPT as systematic, accomplishment-based approach for improving results
 * Four challenges shaping HPT future**
 * 1) Increasing international business competition, with resulting emphasis on productivity and quality.
 * 2) Increasing diversity in work force, with respect to entering skills, personal values, and learning needs.
 * 3) Accelerating generation and turnover of knowledge, especially in science and engineering.
 * 4) Rapid advances in information technology.
 * Related to Four challenges shaping HPT future**
 * Key: People work with greater skill and access to knowledge, with greater interaction and responsiveness to ongoing change.
 * HPT: Framework for understanding and implementing interventions.
 * HRD: Integral part of business strategy.

** module 7 > lesson 3 **

** New Directions in HPT **
Less off-site training, more on-the-job activities. Three process for organization-wide change: Technology Mapping: HP Technologists instigate, coordinate, and manage change. To do so, technologists must:
 * New Directions**
 * Integrative analysis, design & development
 * Tools for merging learning and work
 * Integration of multiple technologies
 * Technologies supporting organizational change
 * Integrative Analysis, Design and Development**
 * Analysis: Define business needs, customer requirements, isolate root causes to performance problems, identify opportunities and constraints in introducing new structures, systems or machines.
 * Design: Process for selecting and defining product / system specifications).
 * Development: Process for producing product / system
 * Purpose of integration: To shorten product development lead time and yield better product at less cost.
 * Analysis information: Use in product design (e.g., Systematic incorporation of customer requirements into design process. How will product be used?)
 * Involve designers & developers in analysis phase (e.g., concurrent engineering, quality function deployment (QFD), design for manufacture (DFM), rapid prototyping.
 * Design leverage - Typically, designers create design and hand it to manufacturing for development. Sometimes, production impossible or product unmarketable. In design leverage, production and customer requirements integrated into design process.
 * With increased diversity, expanding knowledge, and advances in technology - products must be easily understandable.
 * Tools for Merging Learning and Work**
 * Future work environments include:
 * Flex time and place with one-stop info / access
 * Personal computer for information access
 * BBS for policies and procedures
 * EPSS (what, when, where, right decision)
 * KMS to capture, organize and distribute info
 * Portals & AI to assemble, organize, screen, prioritize, and retrieve information
 * Integration of Multiple Technologies**
 * Integration of both HPT and production technologies.
 * How emerging technologies impact group work in context of larger environment.
 * Work place will contain multiple technologies for performing individual work and for communicating with others.
 * Cross organizational lines (e.g., computer in schools)
 * More interactivity among people
 * Use of multiple technologies
 * Communication protocol standards
 * Increasing use of digital technologies
 * Use of boundary-spanning structures and processes
 * Breadth, depth, and longitudinally of inter-unit organizational relationships
 * Creation of information and people networks for information exchange
 * Decision process, such as pre-adoption decision making
 * Leadership (management of adoption and implementation process, informal technology champions, formal planning, and legitimization of temporary systems
 * Innovation characteristics related to the nature of the technology itself
 * Technologies Supporting Change**
 * Global process technologies (e.g., TQM, standardization, CAD, CAM, Continuous improvement, and supplier assessment and development).
 * Information technology for high-level decision making vs. for all levels of decision support. Flatten hierarchy, site based decision making.
 * Competitiveness: Adaptability and flexibility in response to change.
 * Systematic analysis: Ongoing process becomes paramount.
 * Change Management
 * Technology Mapping
 * Process Management Technologies Supporting Change Change Management
 * Systematic analysis of current environment
 * Define model environment
 * Cross-impact evaluations to identify major issues in moving from where we are to where we want to go.
 * Develop human system plan
 * Integrate with technical plan to form integrated plan.
 * Implementation, evaluation, and maintenance
 * Develop five year strategic business plan
 * Determine what technologies are necessary to implement plan
 * Acquire and implement required technologies
 * Identify process necessary to ensure work flow, structure, and procedures to support technologies.
 * Map human performance requirements onto process plan.
 * Conclusions**
 * Recognize and exploit potential of HPT as technology and method integrators.
 * Master front-end analysis incorporating systems view
 * Obtain management support for analysis at front-end of performance improvement projects
 * Include broader range of interventions and methods
 * Forge alliances with specialists in other fields
 * Learn to anticipate and assess the mutual impacts of multiple technologies
 * Emphasize measurement and continuous improvement

** module 7 > lesson 4 **

** Trends in HPT **

 * Trends**
 * Outsourcing on the upswing
 * Training department more centralized
 * Classroom training pervasive, but.
 * Training delivery using variety of technologies
 * More companies performing systematic evaluations
 * Increased Flexibility (time, content, entry, approach, delivery, and logistics / mobility)
 * Sensitivity to cultural issues
 * Alternatives to Training**
 * Distance & Blended Learning Environments
 * Sharable Content Objects (SCO's)
 * Learner Centered Design
 * EPSS and KMS
 * Communities of Practice
 * Collaborative & Constructivist Learning
 * Affect and Motivation
 * Experiential and Discovery Learning
 * Training for Transfer

**module 7 > lesson 5**

** Research in HPT **

 * Research Implications**
 * HPT new field developed by practitioners grappling with performance problems in real-world settings.
 * Practice outruns theory; advances in technology stems from experience rather than formal research.
 * Topics & Questions**
 * Organization (HPT, p. 623)
 * Knowledge Life-Cycle (HPT, p. 625)
 * Strategy Design (HPT, p. 635)
 * Change Management (HPT, p. 632)
 * Organizational Learning (HPT, p. 602)
 * Knowledge Management (HPT, p. 619)
 * Methods**
 * Quantitative, but not experimental (functional behavioral analysis)
 * Effectiveness (changes in behavior)
 * Reproducibility
 * Measures (quality, quantity, and cost)
 * Qualitative (Naturalistic Case Studies)
 * Historical
 * Single / Multiple Observational
 * Oral Histories
 * Situational Analysis
 * Clinical