Now that Assignment 3 part 1 is complete, I decided to research some new topics in HPT that are related to my everyday work in health care and in my specialty research area of medical simulation technologies.
The first page I found was a contest for ISPI members to share their success stories of HPT application to the health care environment. Since only members were eligible to submit, I decided to go to the ispi site and see what there was specifically related to health care but could not find anything. I then refined my search to include both simulation and human performance improvement.
The article reviewed was a research project designed to validate the use of human simulator technology on the performance of a trauma response team. As with previous articles on medical simulation that I have reviewed, this research demonstrated a positive effect of the training on the team's performance. Not only did the team perform better after the training, the effect of the training was reproducible across ten teams. In the health care world, the use of high fidelity patient simulators is spreading like wildfire for obvious reasons. However, the validation research and the instructional design methods are not reaching all facilities that purchase the simulator technology. For me, this is such an interesting and exciting combination of my health care experience and my instuctional design/performance improvement training. As I continue with this course, I am finding more and more applications of HPT in my area of specialization.
http://www.multiview.com/briefs/ispi/ispicontest.pdf
http://hfrp.umm.edu/lsc/trauma/Holcomb%20simulation%20J%20Trauma%202002.pdf
Sunday, February 22, 2009
Week 6 Post 1
More research for Assignment 3 - Googled "data collection techniques"
The International Development Research Centre website was the first one on the Google list. It reviewed similar methods as did the assigned class reading. This particular page went over the following types of data collection:
The second site I reviewed from my Google list was full of useful information but the page was not labeled with any identifying information. The information provided here was similar to the Toolbox articles.
The third site on my Google list was from a research class at the University of Wisconsin. Again, the information presented on this page was similar to the Toolbox article and the previous webpages.
Thinking I should try one more site I clicked on link #4. This one listed services for a company called technometrica. They also provided the standard menu of services that one would expect: telephone interviews, focus groups, and surveys submitted in a variety of ways (electronic, mail, conference, etc.) This site had very little content applicable to my needs.
After four tries, I am confident that the information I read in the Toolbox articles is complete and adequate for my understanding of data collection methods.
http://www.idrc.ca/en/ev-56606-201-1-DO_TOPIC.html
http://brent.tvu.ac.uk/dissguide/hm1u3/hm1u3text3.htm
http://people.uwec.edu/piercech/ResearchMethods/Data%20collection%20methods/DATA%20COLLECTION%20METHODS.htm
http://www.technometrica.com/collect.htm
The International Development Research Centre website was the first one on the Google list. It reviewed similar methods as did the assigned class reading. This particular page went over the following types of data collection:
- Using available information
- Observing
- Interviewing (face-to-face)
- Administering written questionnaires
- Focus group discussions
- Projective techniques, mapping, scaling
The second site I reviewed from my Google list was full of useful information but the page was not labeled with any identifying information. The information provided here was similar to the Toolbox articles.
The third site on my Google list was from a research class at the University of Wisconsin. Again, the information presented on this page was similar to the Toolbox article and the previous webpages.
Thinking I should try one more site I clicked on link #4. This one listed services for a company called technometrica. They also provided the standard menu of services that one would expect: telephone interviews, focus groups, and surveys submitted in a variety of ways (electronic, mail, conference, etc.) This site had very little content applicable to my needs.
After four tries, I am confident that the information I read in the Toolbox articles is complete and adequate for my understanding of data collection methods.
http://www.idrc.ca/en/ev-56606-201-1-DO_TOPIC.html
http://brent.tvu.ac.uk/dissguide/hm1u3/hm1u3text3.htm
http://people.uwec.edu/piercech/ResearchMethods/Data%20collection%20methods/DATA%20COLLECTION%20METHODS.htm
http://www.technometrica.com/collect.htm
Week 5 Post 2
In preparation for assignment 3, I started on the assigned readings. The first link led me to "The Performance Technologist's Toolbox: Surveys." I did note that the author is a CPT. She started right off by relateing the topic of the article to the published industry standards. This led another layer of credibility to the information about to be read.
The survey or questionnaire can be used in many ways. I appreciated the clear examples presented within the article. After presenting the types of surveys available, the author then reviewed the steps of analysis of the data collected from the survey.
The analysis section was comprehensive and clearly written in an easily understandable manner. The types of analysis that can be done on a survey is dependent on the desired outcomes. Potential is present for 7 types of analysis: performance, cause, evaluation, organizational development, multi-rater feedback, benchmarking, and competency modeling. I was able to relate each type to surveys in which I have participated. In particular, the National Board for Respiratory Care administers a survey periodically to update the content for it's credentialing exams. This type of survey is a compentency modeling questionnaire.
Once it is determined that the survey is the appropriate type of data collection, it is important to develop the tool in such a way to get useable data when complete. This is done by 1) Defining the information needeed, 2) Identifying the repondents 3) Planning the Analysis, and 4) Careful development of the survey content including wording and instructions.
This was a great resource for the class. I was able to refresh my memory on some items, solidify concepts, and learn some new tips from the author.
http://www.siue.edu/~mthomec/PTTools1_Survey.pdf
The survey or questionnaire can be used in many ways. I appreciated the clear examples presented within the article. After presenting the types of surveys available, the author then reviewed the steps of analysis of the data collected from the survey.
The analysis section was comprehensive and clearly written in an easily understandable manner. The types of analysis that can be done on a survey is dependent on the desired outcomes. Potential is present for 7 types of analysis: performance, cause, evaluation, organizational development, multi-rater feedback, benchmarking, and competency modeling. I was able to relate each type to surveys in which I have participated. In particular, the National Board for Respiratory Care administers a survey periodically to update the content for it's credentialing exams. This type of survey is a compentency modeling questionnaire.
Once it is determined that the survey is the appropriate type of data collection, it is important to develop the tool in such a way to get useable data when complete. This is done by 1) Defining the information needeed, 2) Identifying the repondents 3) Planning the Analysis, and 4) Careful development of the survey content including wording and instructions.
This was a great resource for the class. I was able to refresh my memory on some items, solidify concepts, and learn some new tips from the author.
http://www.siue.edu/~mthomec/PTTools1_Survey.pdf
Thursday, February 12, 2009
Week 5 Post 1
This week I chose to read a paper about Human Performance Technology. It begins with dissecting the definition of HPT. Once each part was dissected, the definition became "a field of endeavor that serves to bring about changes to a system, and in such a way that the system is improved in terms of the achievements it values."
The article then goes on to review the history of HPT. The development of HPT includes elements of Skinner's Learning Theory, Instructional Systems Design (especially ADDIE), Analytical Systems, Cognitive Engineering, Information Technology, Ergonomics, Psychometrics, and Feedback Systems.
HPT was developed out of a need for a systematic process for businesses to lead improvement initiatives across a broad range and variety of performance problems. These initiatives can be prompted by problems (a gap of performance) or by opportunities (performance is adequate but can be enhanced). Three areas are evaluated - the organization, the process, and the performer.
The remainder of the article reviews the 5 steps of HPT process: Define the problem, Analyze the situation, Design the intervention, Implement the intervention, and finally evaluate the intervention. This is the traditional ADDIE process that can has broad application over a wide range of educational opportunities.
http://web.utk.edu/~cis/hpt/hpt%20defined.pdf
HPT was developed out of a need for a systematic process for businesses to lead improvement initiatives across a broad range and variety of performance problems. These initiatives can be prompted by problems (a gap of performance) or by opportunities (performance is adequate but can be enhanced). Three areas are evaluated - the organization, the process, and the performer.
The remainder of the article reviews the 5 steps of HPT process: Define the problem, Analyze the situation, Design the intervention, Implement the intervention, and finally evaluate the intervention. This is the traditional ADDIE process that can has broad application over a wide range of educational opportunities.
http://web.utk.edu/~cis/hpt/hpt%20defined.pdf
Wednesday, February 4, 2009
Week 4 Post 2
With a brief extension on the CPT assignment, I chose to spend my evening completing the second blog entry for this week. On a whim I decided to research performance analysis.
After previewing several sites, I settled on one that had detailed definitions and descriptions of performance analysis. This site stated that "Performance analysis is the front end of the front end. It's what we do to figure out what to do. Some synonyms are planning, scoping, auditing, and diagnostics." When compared to yesterday's change management and last weeks human performance technology topics, I am finding that many of these terms are either interchangeable or describe different phases of the same project. This site also has a large amount of specific information to use when specific problems are encountered such as when customers resist the analysis phase and want to jump right into the change phase. It is well laid out and easy to follow.
After jumping from page to page on the PA site, I went back and picked another site from my search engine list. I came across a government site entitled Performance Analysis Tools. However, this was among many sites that analyzed performance of computer systems rather than human systems. Further searching revealed a site I have used in previous courses.
This site reviewed performance analysis as an integral part of the ISD model for instructional design. The site had a lot of graphics and flowcharts to ensure the reader has a clear understanding of the concepts presented and the interrelatedness of the steps to follow in a performance analysis. The approach presented here used four levels of needs combined with four levels of evaluations to come up with an approach that works well for business problem solving. These levels are:
http://www.josseybass.com/legacy/rossett/rossett/what_is_pa.htm
http://www.skagitwatershed.org/~donclark/analysis/analysis.html
After previewing several sites, I settled on one that had detailed definitions and descriptions of performance analysis. This site stated that "Performance analysis is the front end of the front end. It's what we do to figure out what to do. Some synonyms are planning, scoping, auditing, and diagnostics." When compared to yesterday's change management and last weeks human performance technology topics, I am finding that many of these terms are either interchangeable or describe different phases of the same project. This site also has a large amount of specific information to use when specific problems are encountered such as when customers resist the analysis phase and want to jump right into the change phase. It is well laid out and easy to follow.
After jumping from page to page on the PA site, I went back and picked another site from my search engine list. I came across a government site entitled Performance Analysis Tools. However, this was among many sites that analyzed performance of computer systems rather than human systems. Further searching revealed a site I have used in previous courses.
This site reviewed performance analysis as an integral part of the ISD model for instructional design. The site had a lot of graphics and flowcharts to ensure the reader has a clear understanding of the concepts presented and the interrelatedness of the steps to follow in a performance analysis. The approach presented here used four levels of needs combined with four levels of evaluations to come up with an approach that works well for business problem solving. These levels are:
- Business Needs are linked to Results or Impact (level 4)
- Job Performance Needs are linked to Behavior (level 3)
- Training Needs are linked to learning (level 2)
- Individual Needs are linked to Reaction (level 1)
http://www.josseybass.com/legacy/rossett/rossett/what_is_pa.htm
http://www.skagitwatershed.org/~donclark/analysis/analysis.html
Tuesday, February 3, 2009
Week 4 Post 1
This evening I decided to start with a term on the suggested list: change management. Wikipedia, as usual, was the first site on the list. They describe change management as "the process during which the changes of a system are implemented in a controlled manner by following a pre-defined framework/model with, to some extent, reasonable modifications." This sounds like HPT to me.
The next site on the Google list was "Change Management 101: A Primer." This site described four basic definitions of change management. There is a section dedicated to framing the working problem in a how, a what, and a why format to clarify gaps and objectives. The site goes on to describe the steps of change management. They go through factors in selecting a change strategy as well as tips on managing change. I would highly recommend reading through this site as it is quite comprehensive and well written for the novice HPT student.
I had a bit more time and decided to see what else showed up on my Google search. I looked at the change management toolbook, the change-management learning center, and then stumbled across a six sigma change management page. Since I've have six sigma certification, this looked like an interesting combination for my blog assignment. In my past experience, six sigma does look a lot like the stuff I'm reading about change management. The titles are just different. The processes are probably a bit different. However, the goals are the same: improve the organization by streamlining processes. In my industry, the processes are mostly human processes rather than industrial processes.
My favorite link on this page was "Managing Six Sigma Change Resistance." Boy, do I have experience with that one! My staff loves their old ways as much as I love to change it up. This article described specific stratetegies to use in a change managment project. Some of the suggestions were to tie the success of the project to personal stakes such as annual performance review, to clarify communication with additional inservices or cheat sheets, and to cite previous success stories related to the project.
All in all, I feel comfortable with the topic of change management. It seems from this research that it is a sub-set of HPT and much of the information found in change management articles can be applied to a wide variety of human resource issues.
http://en.wikipedia.org/wiki/Change_management
http://home.att.net/~nickols/change.htm
http://www.isixsigma.com/ce/change_management/
The next site on the Google list was "Change Management 101: A Primer." This site described four basic definitions of change management. There is a section dedicated to framing the working problem in a how, a what, and a why format to clarify gaps and objectives. The site goes on to describe the steps of change management. They go through factors in selecting a change strategy as well as tips on managing change. I would highly recommend reading through this site as it is quite comprehensive and well written for the novice HPT student.
I had a bit more time and decided to see what else showed up on my Google search. I looked at the change management toolbook, the change-management learning center, and then stumbled across a six sigma change management page. Since I've have six sigma certification, this looked like an interesting combination for my blog assignment. In my past experience, six sigma does look a lot like the stuff I'm reading about change management. The titles are just different. The processes are probably a bit different. However, the goals are the same: improve the organization by streamlining processes. In my industry, the processes are mostly human processes rather than industrial processes.
My favorite link on this page was "Managing Six Sigma Change Resistance." Boy, do I have experience with that one! My staff loves their old ways as much as I love to change it up. This article described specific stratetegies to use in a change managment project. Some of the suggestions were to tie the success of the project to personal stakes such as annual performance review, to clarify communication with additional inservices or cheat sheets, and to cite previous success stories related to the project.
All in all, I feel comfortable with the topic of change management. It seems from this research that it is a sub-set of HPT and much of the information found in change management articles can be applied to a wide variety of human resource issues.
http://en.wikipedia.org/wiki/Change_management
http://home.att.net/~nickols/change.htm
http://www.isixsigma.com/ce/change_management/
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