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本研究通过利用电子邮件、电话和网络聊天软件三类工具,围绕绩效技术领域的定义与范围、与相关领域的关系、社会认可程度、实践与研究现状、相关人才必备能力等几方面,对美国具有教育技术背景,且活跃在企业、高校绩效技术领域的19位人士,包括美国教育技术领域先驱托马斯·M·树文(Thomas M.Schwen)教授、美国绩效技术奠基人罗杰·考夫曼(Roger Kaufman)教授、美国著名的绩效分析专家艾利森·罗塞特(Alli-son Rossett)教授等进行了访谈.透过他们的经历和观点,从一个侧面了解了美国绩效技术领域,从而获得对其更真切的认识.通过访谈我们发现:几乎所有被访者都认同绩效技术起源于对教育技术用教学和培训来提高组织绩效的超越,并认为系统化方法是绩效技术的优势;绩效技术在美国的研究与实践发展较快,获得了美国社会较多的认可;绩效技术专业人员需要具有系统方法与思维,具备绩效分析和评估能力、人际交流能力,了解经济市场和企业运作知识,并具备宽广的知识背景;要培养有关人才,可以开设"系统思维"、"需求评估/绩效解析"、"绩效设计与证实/绩效改进"、"评估(评价方法论)"等相关课程. 相似文献
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绩效技术作为一个实践与研究的领域,越来越引起教育技术学领域学者的关注。对这个历史不算长的研究领域作较全面的把握,需要对其发展演化过程进行深入的研究,然而,目前国内对于这一领域的演化过程的追踪视角相对单一。因此,从对绩效技术领域有重要影响的专业协会及其权威出版物、标准与道德规范及资格认证与专业人才的培养等视角,勾勒出绩效技术领域演化过程中专业协会的重要影响,有助于较全面地把握该领域的演化。 相似文献
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文化创意产业人才的重要性日趋突显,人才管理和开发的方法亟待规范和创新。文化创意产业人才应具有创新求变精神、深厚的原创能力、独特的文化感知能力、多元的知识积累,专业的实践技能、高雅的文学艺术素养、敏锐的市场意识等基本素质要求。基于此,结合绩效管理的理论和实践,对文化创意产业人才绩效管理体系进行了构建,包括:制订科学合理的绩效计划,开展全过程的绩效监控与辅导,开展全面的绩效考核,开展有效的绩效反馈与改进及绩效考核结果的实际运用。为文化创意产业人才的管理开发提供新的思路和方法。 相似文献
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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。 相似文献
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绩效技术是一个非常有生命力的研究和实践的领域,其理论和方法适用于各行各业,同样也适用于教育技术中心的工作。六年来,上海外国语大学教育技术中心在运用绩效技术提高工作绩效方面进行了一些研究和探索,本文以案例的形式从三个方面对相关实践进行了梳理。 相似文献
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工作场所的学习和绩效:技术的影响与变革——访著名绩效咨询专家艾莉森·罗塞特博士 总被引：3，自引：0，他引：3
通过对美国教育技术领域的研究与追踪,近年来我们逐步了解和认识到,除了学校教育教学领域的研究和实践之外,美国还有近一半的专业人员工作在商业、企业、军队和政府部门领域,他们的共同目标是致力于改进工作场所的学习和绩效(特别是技术支持的学习与绩效改进).由此,美国许多大学教育技术学专业的教授便扮演着至少是双重的角色:学术领域的教授和工作场所的学习与绩效咨询专家,本文所访谈的对象艾莉森·罗塞特(Allison Rossett)博士即是其中的典型代表与佼佼者.她长期从事着工作场所学习和绩效的研究与实践.从早期的工作辅助(job aid)、需求评估(needs assesgnlent)到近期的电子学习、混合学习、绩效支持等,对美国教育技术领域的发展作出了独特的贡献. 罗塞特博士是美国圣地亚哥州立大学(San Diego State University)教育技术系的资深教授,著名的绩效咨询专家.除了为美国的公司、企业、政府部门提供绩效咨询之外,罗塞特博士的影响还远至巴西、苏格兰和印度.罗塞特博士2000年入选<培训>杂志人力资源开发名人堂(HRD Hall of Fame),2004至2006年期间任美国培训与发展协会(ASTD①)国际部主任,鉴于其在工作场所培训与绩效领域的杰出贡献,2002年获ASTD"贡献奖",被评为美国"海军教育和培训学习策略联盟"杰出会员,还服务于美国陆军"远程学习和培训技术"分会. 罗塞特博士的主要研究和咨询领域包括劳动力开发、需求评估、基于技术的学习与绩效支持、电子学习、混合学习等.主要学术著作包括<工作辅助与绩效支持:从教室中的知识到无处不在的知识>(2007),(2002),<超越讲台:在电子世界中传递培训和绩效>(2001,此书获国际绩效改进协会②"教学传播奖"),<先做重要的事情:绩效分析手册>(1999,此书获国际绩效改进协会"教学传播奖"),<工作辅助手册>(1991),<培训需求评估>(1987)等.罗塞特博士的绩效咨询客户主要有微软、IBM、惠普、Fidelity投资公司、Deloitte咨询公司、苏格兰皇家银行及一些致力于电子学习的企业. 相似文献
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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
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Human performance technology (HPT), like other concepts, models, and frameworks that we use to describe the world in which we live and the way we organize ourselves to accomplish valuable activities, is built from paradigms that were fresh and relevant at the time it was conceived and from the fields of study from which it grew. However, when the frameworks used by practitioners grow out of similar paradigms, important things can be missed when designing solutions in performance environments simply because of their practical limitations and exclusion of issues that may warrant our attention. This article looks at the paradigms most commonly used to explain performance environments, both within HPT and by those from other fields. From this a synthesized approach to solving perceived problems in performance environments is provided that introduces Soft Systems Methodology to the HPT practitioner, an approach built on premises very different from those commonly utilized in HPT frameworks. 相似文献
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Despite its existence for over six decades, the practice of human performance technology (HPT) has not been widely accepted within organizations. Varying levels of confusion surround the understanding of HPT, which has been influenced by myriad fields and disciplines. Although HPT is focused on improving performance at the organizational, team, and individual levels, it does not own the practice of performance improvement. The goal of optimal performance across various functions and levels within an organization is not confined to HPT but extends to process improvement, human resource development, organizational development, knowledge management, and several other areas. Therein lies the problem: A lack of consideration about the boundaries that delineates the field has ramifications for both the research on and the practice of HPT. This study examines the domains and disciplines that HPT proponents consider central to the field. 相似文献
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Adam P. Nilsen 《学习科学杂志》2016,25(3):372-410
This article presents a framework for understanding historical perspective taking (HPT), the effort to use historical material to explore the internal states of past people. It addresses gaps in HPT research by (a) linking HPT to theories and research from the social science disciplines on perspective taking and the self and (b) proposing a way to analyze how different tasks may elicit different kinds of HPT. The framework is grounded in a study in which 4 young adults thought aloud while taking the perspective of a victim or a perpetrator at the Salem Witch Trials and in a Holocaust-era massacre. Four shifting self perspectives were identified, whereby participants thought as their present-day selves, constructed hypothetical and imagined past selves, and made timeless generalizations about humans. To demonstrate the utility of the framework, I then use it to consider how task characteristics may elicit differential use of the self perspectives. It is argued that close attention to these self perspectives is a novel and crucial way to bring nuance to the concept of HPT, and implications for multiple learning environments are discussed. 相似文献
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系统观是绩效技术整个知识体系的指导原则,系统观也是绩效改进方案在组织中成功实施的关键。绩效技术专家朗姆勒博士正是这样一位秉持系统观,对组织的系统进行层层透视的杰出贡献者。文章在分析了系统观对于绩效技术领域的意义的基础上,分别从朗姆勒的理论和实践两方面介绍他对于绩效技术领域的突出贡献,以期能给与在绩效技术之路上探索的教育技术界同仁些许启发。 相似文献
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This is an exploratory study questioning progress in the shift from training to performance. A total of 62 training and performance professionals responded to a survey administered at two professional conferences, ISPI (International Society for Performance Improvement) and ASTD (American Society for Training and Development). The survey, constructed by two people admittedly keen on performance technology, queried respondents about concepts relevant to performance perspectives: analysis, solution systems, cross-functionality, customer and collegial expectations, and shared knowledge. We also inquired about perceptions of how to move their organizations beyond the status quo. Overall, organizations report that they are making progress in the transition from an emphasis on training to the concepts associated with performance technology, although room for progress remains. Bedrock human performance technology (HPT) concepts, such as analysis-first, data-driven decisions about solutions and collaboration with colleagues across the organization, are reported to be more typical aspects of organizational culture. On the other hand, customer and colleague perceptions lag, and measurement and boundarylessness are only occasionally components of the organizations described by respondents. 相似文献
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Hubert K. Rampersad 《Performance Improvement》2008,47(6):34-37
A strong personal brand is an important asset in today's online, virtual, and individual age. As a human performance technology (HPT) professional, you should take control of your brand and the message it sends. This article introduces an authentic personal branding model that will help HPT professionals build an effective personal brand that they can project in everything they do. 相似文献
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网络时代的高校思想政治教育工作的挑战与对策 总被引：6，自引：0，他引：6
网络技术的普及和发展,像一把双刃剑,给高校思想政治教育工作带来了机遇与挑战,它拓宽了高校思想政治工作的渠道,同时也引发许多问题,如何趋利避害进行网络思政教育是一个重要而迫切的课题. 相似文献
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Fifteen human performance technology experts participated in a survey investigating HPT's current status, future trends, and issues. Although HPT is not fully recognized in many organizations, such strengths as systems thinking and multidisciplinary approaches to performance problems are valued. Weaknesses reported are the rare use of HPT in small organizations, falling for quick fixes, and shortcomings in evaluation. HPT professionals need to do better at clarifying HPT principles, communicating HPT values, and demonstrating HPT's organizational impact. 相似文献
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Linda M. Huglin 《Performance Improvement》2010,49(4):9-16
To best understand where a field is going, it is important first to know where it has been. This article provides an overview of where the field of human performance technology (HPT) came from, what themes and trends have occurred in the ISPI literature since the field's beginning in 1962 through the present, and what gaps are apparent in the HPT research. 相似文献