共查询到19条相似文献，搜索用时 200 毫秒
1.
绩效技术日益受到学者们的关注,然而国内外学者对于绩效技术的概念及其过程环节在研究兴趣上亦存在较为明显的分化,对于绩效技术应用中各细分阶段的深入探讨相对较少,对于绩效分析环节的研究仍滞后于设计、开发等绩效干预环节。与此同时,过往绩效技术应用实践在绩效分析环节中存在着绩效主体模糊、绩效差距(目标)的构成较笼统、绩效主体主动参与的缺失等问题。而明确绩效主体,采用多元化、层级化方式细化绩效差距(目标),强化绩效主体的主动参与将有力提升绩效分析环节的效度。研究结论有助于绩效技术的实践应用,也是对人类绩效技术模型(HPT)的补充和扩展。 相似文献
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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。 相似文献
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绩效技术具有显著的实践指导价值,在企业管理中受到越来越多的重视。该文主要针对目前中小学教师现代教育技术培训中存在的问题.阐述了运用绩效技术进行教师绩效改进的操作模型,以提高培训效果。 相似文献
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20世纪70年代,绩效技术成为一大研究和实践领域,并于80年代末90年代初进入高校课程体系。许多组织和个人对绩效技术的胜任力进行了研究。其中,美国培训与发展协会(ASTD)先后开展了八次胜任力模型研究,取得了丰硕成果,成为绩效技术专业人员培养和职业发展的参考依据和实施指南。本文旨在通过文献分析,对ASTD历次胜任力模型中关于"角色"的研究进行全面分析和比较,识别出独具特色的三个阶段。在此基础上,参照绩效技术的典型流程,对ASTD的人类绩效改进流程模型的不足之处及其导致的角色界定问题进行辨析,为我国绩效技术从业人员的角色界定和人才培养提供参考。 相似文献
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根据对国际绩效改进协会的绩效技术标准和美国培训与开发协会的学习与绩效能力模型进行的解读与分析,不仅有助于进一步明确绩效技术领域的实践工作与能力要求,同时,考虑到上述专业组织与实践领域内企业等机构的密切联系,也有助于我们把握绩效技术相关人才的市场需求和定位,从而为相关人才的培养提供启示． 相似文献
6.
基于绩效技术的中小学教师现代教育技术培训 总被引：3，自引：0，他引：3
绩效技术具有显著的实践指导价值，在企业管理中受到越来越多的重视。该文主要针对目前中小学教师现代教育技术培训中存在的问题，阐述了运用绩效技术进行教师绩效改进的操作模型，以提高培训效果。 相似文献
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教师在线实践社区COP的绩效评估方法与技术 总被引：1，自引：1，他引：0
针对教师的绩效评估需要处理由谁来评估、评估什么和如何评估等三个重要问题,在深入开展教师实践社区COP近三年的反思性实践的基础上,针对教师在线实践社区中教师专业发展的绩效评估问题,本文介绍了情境学习理论视角下的绩效评估、基于知识建构的波普尔模型绩效评估、课堂教学行为分析领域中的绩效评估等三种理论基础,以及COP绩效评估的基于真实性评估的方法与技术、基于情境视角的绩效评估方法与技术及课堂教学行为分析方法与技术共三种方法与技术。在理论基础介绍、方法与技术详解的基础上,还给出了作者完成的三个具体的COP绩效评估案例,以着重阐述评估什么及如何评估的问题。本文得出COP绩效评估的方法论原则,COP绩效评估的方法与技术的特点,以及COP绩效评估的未来发展方向等三个研究结论。 相似文献
8.
绩效技术的起源与发展 总被引：15，自引：1，他引：15
绩效技术正在成为教育技术学科日益关注的一个领域,从目前国内对绩效技术的认识与研究角度,急需从理论上对绩效技术进行梳理和归纳,该文研究的出发点即在于此。该论文侧重于探讨绩效技术的起源与发展,以及它与教学技术的关系,最后提出将绩效技术的理论和方法应用于教育信息化实践以促进教育信息化进程中绩效的提高。 相似文献
9.
该文通过对绩效技术领域中的变革管理的论述,提出变革管理是绩效技术在组织实施中的成败关键的这个命题,然后对绩效改进中变革管理的四个基本因素展开分析,最后从变革的视角解构了绩效技术模型,并在此基础上提出了"绩效技术变革观"。 相似文献
10.
绩效技术是近年来教育技术研究的热点问题。绩效技术作为教学设计在商业领域应用的延伸,为教学设计理论研究开拓了新的思路。通过对绩效技术思想的分析,阐述了绩效技术对信息化教学设计的启示,在借鉴人类绩效技术（HPT）模型和教学系统化设计（ISD）模型的基础上,建构了基于绩效技术的信息化教学设计模型,结合实际教学,以《音频处理》一课为例,分析了该模型在信息化教学中的应用。 相似文献
11.
Aaron U. Bolin 《Performance Improvement》2006,45(9):20-21
The International Society for Performance Improvement's journal Performance Improvement has invited readers to submit human performance technology (HPT) tools for publication. These can include ready‐to‐use job aids or tools and templates that can be used to facilitate activities such as gap analysis, process flow mapping, performance consulting, instructional design, e‐learning, on‐the‐job training, solution design, and performance measurement and evaluation, to name a few. We are looking for a variety of instruments that are consistent with the principles of HPT, have broad appeal, and are applicable to a variety of workplace situations. In all cases, tools should focus on adding value to individual, team, or organizational performance. Our submission this month is from Aaron U. Bolin, CPT, PhD, of the U.S. Navy Human Performance Center. 相似文献
12.
Robin Tamez 《Performance Improvement》2016,55(6):19-24
The purpose of this article is to highlight theories that support the functions of performance‐based design models and to discuss the implications of integrating divergent models into the system‐oriented human performance technology (HPT) and performance improvement (PI) disciplines. HPT, PI, and instructional systems design (ISD) share a systems framework, along with the influence of common theories such as performance theory, learning theory, adult learning, cognitive psychology, and behavioral psychology (Foshay, Villachica, & Stepich, 2014). This article focuses on the role of theory as a tool in the practitioner's toolbox and as a connection point when working with teams and organizations that have different theoretical orientations. Performance‐based ISD models are discussed, including Robinson and Robinson's (1989) Training for Impact, Brethower and Smalley's (1998) Performance‐Based Instruction, and Bradford and Boler's (2015) Horizon Model. Allen and Sites's (2012) successive approximation model (SAM) retains elements of ADDIE as a process, but the model is iterative rather than systematic in design. 相似文献
13.
优化教师信息技术培训绩效技术操作模型的探讨 总被引：1，自引：0，他引：1
本文从ISPI(国际绩效改进协会)提出的人类绩效技术操作模型出发,探讨绩效技术在教师信息技术培训中的应用,针对目前教师信息技术培训的主要弊端和"教师"这个学习者,关注培训环境和学习者两大因素,提出绩效技术在教师信息技术培训中新的操作模型。 相似文献
14.
Performance consulting is typically applied to large organizations. Almost all of the literature on the topic discusses the art and science of human performance technology in these types of organizations. In the United States, however, 99.7% of employer organizations are small businesses. This article addresses some of the opportunities and challenges of working with smaller organizations and presents ways that performance consultants can build a sustainable practice in this market. 相似文献
15.
Performance at the Defense Language Institute was examined through the prism of human performance technology and the strategic impact model. This examination revealed performance deficiencies in the administrative realm that required mainly a noninstructional intervention. A systematic analysis showed that digitizing administrative procedures could substantially decrease operational costs, enhance procedural transparency, and increase employees' satisfaction. 相似文献
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Subbian Hemalatha Rengan Venkatram Rudramoorthy Krishnaveni 《Performance Improvement》2014,53(10):30-37
The International Society for Performance Improvement human performance technology model was applied in four supermarkets of a well‐known retail firm in India. An organizational environment model was used for a cause analysis. The fishbone (i.e., cause‐and‐effect) diagram was used to express the basis of poor sales performance. Both customers and employees were dissatisfied with the stores. It was determined that poor inventory management, long approval periods, and frequent employee turnover were the reasons for poor sales performance in the supermarkets. 相似文献
18.
Incorporating macro‐ to micro‐levels of an organization, the horizon model is introduced in this article as a practical tool for organizational performance and process improvement. The horizon model is based on existing theories and models in the human performance technology and the human performance improvement industries. Application of this model is demonstrated by a real‐life example with the City Club of Boise and illustrates when, where, and how the horizon model can be used to improve performance. 相似文献
19.
Nand Kishor Ph.D. 《Research in higher education》1995,36(2):177-195
Performance judgment is a situation of incomplete information where raters' inference would play an important role. Consequently, the schematic nature of human cognition may introduce implicit personality theory bias in performance judgment. To demonstrate this, a causal model of performance rating judgment was framed from the theories of person perception and social cognition. The model yielded a good fit to the data obtained from a performance rating task where the availability of performance information was manipulated. The results supported the hypotheses that student raters' inferences are partly contaminated by their implicit theories of a good instructor. Student raters inferred traits and behaviors and provided ratings for corresponding items even when the instructor behavior was limited to a subset of performance data only. The findings imply that one aspect of invalidity in student ratings of instructors is the bias in human inference due to the implicit theories of effective instructional behavior. 相似文献