Cousins but Not Twins: Instructional Design and Human Performance Technology in the Workplace

Tracing Digital Transformation in Educational Organizations

“…MMEO provides a static picture of the state of digitalization within an educational organization. As such, it can be compared to the environmental analysis as carried out in human performance technology models (Foshay et al 2014). Together with a more dynamic perspective as derived from an organizational development process (see, e.g., Helbig, Hofhues, & Lukács in this volume), this picture can provide various reference points for curriculum, program, and intervention design Note: a Deviations in the sample size n result from the evaluation procedure which provides for a minimum of answered items per dimension (Gosper and Ifenthaler 2014).…”

Theoretical Frameworks of Performance-Based Models

“…HPT, PI, and ISD share a systems framework, as well as the influence of performance theory, learning theory, adult learning, cognitive psychology, and behavioral psychology (Foshay, Villachica, & Stepich, ). Speaking from the perspective of human resource development, Swanson () offers a description of systems theory that is applicable to performance‐based disciplines; it “captures the complex and dynamic interactions of environments, organizations, work processes and group/individual variables operating at any point in time and over time” (p. 305).…”

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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.

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Applying Human Performance Technology for Performance Improvement in Afghanistan High Schools

“…Performance is then the result of many influencing variables, which must be analyzed before appropriate, cost‐effective interventions can be selected and deployed (McElwain, ). HPT focuses on producing performance systems that promote the consistent performance of an identified job or task in ways that meet organizational expectations (Foshay, Villachica, & Stepich, ). Furthermore, it stresses a rigorous analysis of the requirements of organization, process, and human performance for identifying the causes for performance gaps and attempts to provide new designs and/or solutions to improve and sustain performance and to evaluate the results.…”