Time to start a new topic! I began reading for Assignment 4. The powerpoint presentation was a very good review of what Web 2.0 is and how it can affect the training world. It got me thinking about my own online "presence."
I have been a myspace fan for a long while but find more connections with old friends on Facebook. I've branched out beyond a classroom blog to personal blogging on blogger. I can find myself on Twitter, LinkdIn, and even classsmates.com. I use it for diet tracking and exercise tracking with sparkpeople and Nike plus. I am 100% Minty according to an interactive financial site. Another course has us networking on Ning and Huddle. I have used Second Life a bit and am an active participant on professional listservs and discussion boards. I am oddly unnerved at the number of people out there with the same name as me however! I bank online, shop online, and am annoyed when I cannot find the information I need about a local business or event online. When tempted to buy a book on Amazon, I pop over to the library's site and see if they have the book I need. I not only use the internet at home but also at work and for this course. I have internet access on my phone should I need it while away from a full service computer. It is definitely an interactive medium for my life and not simply a one-way connector to information.
The idea of Web 2.0 and performance technology is a natural fit for learners with extensive web experience. These types of users expect to get out of the training what they need. They wish to search. They wish to have "smart" interaction with the system. They wish to have a place to leave feedback and comments.
Friday, March 27, 2009
Week 11 Post 1
I'm running out of ideas for this blog. However I know there is an unlimited amount of information out there on the internet for me to stumble across. So I went back to "performance technology" to see what other terms or ideas I could find. The first result on Google today was a bibliography type list with links. Great! http://carbon.cudenver.edu/~mryder/itc_data/performance.html
The first link I went to was titled "When training doesn't work." http://www.fastrak-consulting.co.uk/tactix/Features/epss/epss.htm This article was about the role of EPSS in a training program. It had a catchy story about a job need then reviewed why an EPSS would work in this situation. The site is a good review of EPSS.
The next link was titled "Human Performance in the Workplace: Aligning People, Processes and Performance." http://www.mnispi.org/meetings/meeting_recaps/2003_JanRecap.pdf. I found that it was simply a bulleted list of points from a meeting. I did enjoy this list:
Ten Things That Top Performers Do
1. Eliminate unnecessary steps.
2. Perform an extra step that is needed but not documented.
3. Use available information and documentation that others do not.
4. Possess information or data that others do not.
5. Create a job aid that others do not have.
6. Possess better tools than others.
7. Have a different motive for performing.
8. Receive different guidance and feedback.
9. Obtain different incentives.
10. Do not succeed as a result of training.
The third link I chose http://www.pcd-innovations.com/piaug2001/around_the_interface.pdf was called "Around the Interface in 80 clicks." It sounded interesting and the layout was visually appealing so I started reading. This article was mostly about interface design and echoed the same points as the Garrett book I read for IT 580. Some of the important points included metadata tagging that was the topic of a previous blog.
As I continue with this blogging project, I am finding much more clarity as I build my knowlege base. Topics and terms are being used in many different ways and I can appreciate the foundation that I have in instructional design theory and can related that now to performance technology and interface design.
The first link I went to was titled "When training doesn't work." http://www.fastrak-consulting.co.uk/tactix/Features/epss/epss.htm This article was about the role of EPSS in a training program. It had a catchy story about a job need then reviewed why an EPSS would work in this situation. The site is a good review of EPSS.
The next link was titled "Human Performance in the Workplace: Aligning People, Processes and Performance." http://www.mnispi.org/meetings/meeting_recaps/2003_JanRecap.pdf. I found that it was simply a bulleted list of points from a meeting. I did enjoy this list:
Ten Things That Top Performers Do
1. Eliminate unnecessary steps.
2. Perform an extra step that is needed but not documented.
3. Use available information and documentation that others do not.
4. Possess information or data that others do not.
5. Create a job aid that others do not have.
6. Possess better tools than others.
7. Have a different motive for performing.
8. Receive different guidance and feedback.
9. Obtain different incentives.
10. Do not succeed as a result of training.
The third link I chose http://www.pcd-innovations.com/piaug2001/around_the_interface.pdf was called "Around the Interface in 80 clicks." It sounded interesting and the layout was visually appealing so I started reading. This article was mostly about interface design and echoed the same points as the Garrett book I read for IT 580. Some of the important points included metadata tagging that was the topic of a previous blog.
As I continue with this blogging project, I am finding much more clarity as I build my knowlege base. Topics and terms are being used in many different ways and I can appreciate the foundation that I have in instructional design theory and can related that now to performance technology and interface design.
Sunday, March 22, 2009
Week 10 Post 2
Job Aid Creation:
http://www.webwritingthatworks.com/CGuideJOBAID.htm
This site is very useful and layed out in a step by step format. I would say it is a job aid for creating a job aid! While it is aimed at web-based writing, I was able to take a good deal of information and apply it to my project.
http://www.qaproject.org/jobaids/presentations/Moore%20-%20How%20to%20Write%20a%20Job%20Aid.pdf
This site is a powerpoint type presentation on how to write a useable job aid. Some of the important information I took away was formatting (sequential vs algorithm), use action verb+object, highlight important information, and if you use pictures, use callouts.
files.asme.org/Volunteer/VOLT/13290.doc
This is actually a job aid for writing training materials. It is layed out in a grid fashion with major headings and examples of each.
The output was a fun and motivational job aid that I can hang on my refrigerator and follow on Sunday mornings. The house looks great and it only took a little while! No more wasted time :)
Week 10 Post 1
Today I started the job analysis for my Assignment 3 part 2. To prepare for the data collection phase, I reviewed additional information about job analysis techniques. http://www.job-analysis.net/G013.htm had a lot of useful information. I decided that, based on the following criteria, that my job aid met the requirements for a job analysis.
"The Observation method of Job Analysis is suited for jobs in which the work behaviors are 1) observable involving some degree of movement on the part of the incumbent, or 2) job tasks are short in duration allowing for many observations to be made in a short period of time or a significant part of the job can be observed in a short period of time, or 3) jobs in which the job analyst can learn information about the job through observation. "
From this site, I determined my plan of action would be to "observe" myself doing the tasks required. First, a list of tasks is needed. Then I will complete each task while timing myself. I will then arrange the tasks in a logical arrangement. The website stated that observation allows the job analyst to not only view the job but also the work environment, tools, and barriers to completion. Since I am both the observer and the worker being observed, it is possible that my data collection will interfere with my normal work process. In this case, that is desirable for I already know the normal work process is the undesirable outcome.
A second website, http://www.opm.gov/HiringToolkit/docs/jobanalysis.pdf, had specific steps to conducting a job analysis. The first step is:
•Develop a comprehensive list of the tasks and competencies that define the job
So... I am off and running. I have already done the first step however I may adjust as I go along. The next blog entry for the week will be research on the acutal steps in creating a job aid. But by then I will be enjoying a clean house AND half of my homework done :)
"The Observation method of Job Analysis is suited for jobs in which the work behaviors are 1) observable involving some degree of movement on the part of the incumbent, or 2) job tasks are short in duration allowing for many observations to be made in a short period of time or a significant part of the job can be observed in a short period of time, or 3) jobs in which the job analyst can learn information about the job through observation. "
From this site, I determined my plan of action would be to "observe" myself doing the tasks required. First, a list of tasks is needed. Then I will complete each task while timing myself. I will then arrange the tasks in a logical arrangement. The website stated that observation allows the job analyst to not only view the job but also the work environment, tools, and barriers to completion. Since I am both the observer and the worker being observed, it is possible that my data collection will interfere with my normal work process. In this case, that is desirable for I already know the normal work process is the undesirable outcome.
A second website, http://www.opm.gov/HiringToolkit/docs/jobanalysis.pdf, had specific steps to conducting a job analysis. The first step is:
•Develop a comprehensive list of the tasks and competencies that define the job
So... I am off and running. I have already done the first step however I may adjust as I go along. The next blog entry for the week will be research on the acutal steps in creating a job aid. But by then I will be enjoying a clean house AND half of my homework done :)
Sunday, March 15, 2009
Week 9 - Spring Break
Yeah! Spring Break. I didn't complete any assignments but did review Dreamweaver skills in preparation for my next Jury submission. I made a new personal website and will soon transfer my SIUE content there for permanent placement. www.ginasworld.net
Tuesday, March 10, 2009
Week 8 Post 2
On a whim tonight I decided to look for jobs as a Human Performance Technologist. Many times I learn as much about the industry from detailed job ads as I do from other sources.
The simply hired site had many openings for a HPT. Most companies required experience with ADDIE as related to performance improvement initiatives. The company L-3 communications has the majority of ads. Locations for the jobs are around the country and seem to involve defense dept. contracts. http://www.simplyhired.com/a/jobs/list/q-Human+Performance+Technologist
Another search revealed a position as the Asst Professor of Human Performance at IU. This position required the usual teaching responsibilities in the HPT area but also wanted an experienced consultant to corporations. This is always a plus in an instructor - real world experience can add valuable examples for students.
http://www.indiana.edu/~ist/students/jobs/showjob.phtml?job=1715
Job #3 was found in a Christian company in Nashville (http://jobview.monster.com/GetJob.aspx?JobID=79837460&AVSDM=2009-03-10%2014:32:00&WT.mc_n=RSS2005_JSR). This position required a master's degree and is probably related to designing programs within a learning management system.
The final job reviewed this evening was for a Senior Analyst, Performance Technology. This postition requrired similar training but seemed more targeted to Human Resources management than to design of training systems. This candidate will oversee the broad application of training technology within the company.http://www.empleoscb.com/JobSeeker/Jobs/JobDetails.aspx?job_did=J8D55B792P59D380QDD&cbRecursionCnt=1&cbsid=4f0ad99f50a54bebb2125e89cb0b3235-290464125-x6-6
The simply hired site had many openings for a HPT. Most companies required experience with ADDIE as related to performance improvement initiatives. The company L-3 communications has the majority of ads. Locations for the jobs are around the country and seem to involve defense dept. contracts. http://www.simplyhired.com/a/jobs/list/q-Human+Performance+Technologist
Another search revealed a position as the Asst Professor of Human Performance at IU. This position required the usual teaching responsibilities in the HPT area but also wanted an experienced consultant to corporations. This is always a plus in an instructor - real world experience can add valuable examples for students.
http://www.indiana.edu/~ist/students/jobs/showjob.phtml?job=1715
Job #3 was found in a Christian company in Nashville (http://jobview.monster.com/GetJob.aspx?JobID=79837460&AVSDM=2009-03-10%2014:32:00&WT.mc_n=RSS2005_JSR). This position required a master's degree and is probably related to designing programs within a learning management system.
The final job reviewed this evening was for a Senior Analyst, Performance Technology. This postition requrired similar training but seemed more targeted to Human Resources management than to design of training systems. This candidate will oversee the broad application of training technology within the company.http://www.empleoscb.com/JobSeeker/Jobs/JobDetails.aspx?job_did=J8D55B792P59D380QDD&cbRecursionCnt=1&cbsid=4f0ad99f50a54bebb2125e89cb0b3235-290464125-x6-6
Week 8 Post 1
When reviewing the syllabus for more search ideas I found "meta data tagging" for Assignment 4. I didn't know anything about this term so decided to add to today's blog.
As usual the Wikipedia entry came up first. It defined meta data tag as a descriptor used to find information on web searches. Since I always get a Wikipedia entry when using Google for searches, I am assuming it is well-tagged!
The next two sites listed below were not helpful to my learning. I really wanted to find more information about meta data tagging as related to the assignment so I adjusted my search to also include training materials. The site from noaa was terrific and included many training materials related to writing metadata from courses they had developed. The next site I reviewed was from the national training systems association. This site was really an abstract from an article combining the best of manual and machine tagging of information. It reviewed why tagging was important to the purpose of training and getting timely training material when it is needed.
All in all I feel comfortable after reviewing these sites with what a meta data tag is and why it is used in a training system.
http://en.wikipedia.org/wiki/Tag_(metadata)
http://www.seoconsultants.com/meta-tags/
http://blog.madebyderek.com/archives/2007/01/12/as3-projects-and-the-swf-metadata-tag/
http://csc.noaa.gov/metadata/curriculum/modules.html
http://ntsa.metapress.com/app/home/contribution.asp?referrer=parent&backto=issue,25,158;journal,3,12;linkingpublicationresults,1:113340,1
As usual the Wikipedia entry came up first. It defined meta data tag as a descriptor used to find information on web searches. Since I always get a Wikipedia entry when using Google for searches, I am assuming it is well-tagged!
The next two sites listed below were not helpful to my learning. I really wanted to find more information about meta data tagging as related to the assignment so I adjusted my search to also include training materials. The site from noaa was terrific and included many training materials related to writing metadata from courses they had developed. The next site I reviewed was from the national training systems association. This site was really an abstract from an article combining the best of manual and machine tagging of information. It reviewed why tagging was important to the purpose of training and getting timely training material when it is needed.
All in all I feel comfortable after reviewing these sites with what a meta data tag is and why it is used in a training system.
http://en.wikipedia.org/wiki/Tag_(metadata)
http://www.seoconsultants.com/meta-tags/
http://blog.madebyderek.com/archives/2007/01/12/as3-projects-and-the-swf-metadata-tag/
http://csc.noaa.gov/metadata/curriculum/modules.html
http://ntsa.metapress.com/app/home/contribution.asp?referrer=parent&backto=issue,25,158;journal,3,12;linkingpublicationresults,1:113340,1
Sunday, March 1, 2009
Week 7 Post 2
For my second post of the week, I used the EPSS information as a jumping off point and reviewed some real life examples of good systems as found at http://www.pcd-innovations.com/samples.htm.
The first sample I chose was for the IRS. It was very interesting to see that the ASTD Standards were addressed and detailed. Many, many of the other items detailed were also applications that I have seen previously in this course. The template used for all of the EPSS reviews were the same: Product, Product Description, Product Use, Deliverables, What difference does this tool make, and finally, my favorite, What makes this tool EXTRAORDINARY.
The IRS site's reason for extraordinary was a heightened awareness among employees and a forward momentum for agency improvement.
Another site, Auxillium, stated it's extraordinariness was due to sharing and collaboration tools that allowed non-instructional designers to create dynamic learning environments for their learners.
A third site, Knowlege Stream, became interesting as I read the descriptions. I have actually used their Health Risk Assessment product during an employee wellness campaign. This product is an interactive questionnaire that creates a Health Risk score based on the answers. It then can be modified by the learner to see how changing habits can increase or lower their risks. This company had put a lot of extraordinary details on their information. Of interest was that data mining technology is used to develop troubleshooting procedures, improve performance support, and identify customer useage patterns. This could be a very important feature for continually improving and refining the EPSS for its target audience and goals.
This is a terrific resource that ties many concepts that I've been learning about over the past couple of years.
The first sample I chose was for the IRS. It was very interesting to see that the ASTD Standards were addressed and detailed. Many, many of the other items detailed were also applications that I have seen previously in this course. The template used for all of the EPSS reviews were the same: Product, Product Description, Product Use, Deliverables, What difference does this tool make, and finally, my favorite, What makes this tool EXTRAORDINARY.
The IRS site's reason for extraordinary was a heightened awareness among employees and a forward momentum for agency improvement.
Another site, Auxillium, stated it's extraordinariness was due to sharing and collaboration tools that allowed non-instructional designers to create dynamic learning environments for their learners.
A third site, Knowlege Stream, became interesting as I read the descriptions. I have actually used their Health Risk Assessment product during an employee wellness campaign. This product is an interactive questionnaire that creates a Health Risk score based on the answers. It then can be modified by the learner to see how changing habits can increase or lower their risks. This company had put a lot of extraordinary details on their information. Of interest was that data mining technology is used to develop troubleshooting procedures, improve performance support, and identify customer useage patterns. This could be a very important feature for continually improving and refining the EPSS for its target audience and goals.
This is a terrific resource that ties many concepts that I've been learning about over the past couple of years.
Week 7 Post 1
This week I went back to the suggested topic list and chose electronic performance support systems (EPSS). This is another area that I am not familiar with so I used Google for that phrase. Of course, Wikipedia was high on the list. Several definitions of EPSS were present. The one that was the most helpful to my understanding states that EPSS is "a computer-based system that improves worker productivity by providing on-the-job access to integrated information, advice, and learning experiences." The success of the EPSS is dependent on the knowledge base on which the EPSS is built.
After getting a brief overview from Wikipedia, I went to another entry on my Google list. The MSU site discussed types of EPSS'. This site had a lot more useful information although the date listed on the site is 1993. I am unsure how much these systems have changed in 16 years but I would suspect that the theories are still pertinent while the technology has advanced.
This site shows the "key" charactersistics of an EPSS as
This site was easy to read and comprehensive. The downside is the age of the information so I went back to the Google list and chose a 2004 article from Usability and User Experience. This article title indicated it would concentrate on designing an effective EPSS. However, I found that it was more of a detailed sales brochure that gave screen shots and examples of the product that was being presented. It was interesting to see the application of the design principles I had just read about in the 1993 information used here as the basis of the design. As I had suspected, the principles stood the test of time as the technology advanced. This page also detailed some of the usability features that I have been studying in IT580.
http://en.wikipedia.org/wiki/Electronic_performance_support_systems
https://www.msu.edu/~sleightd/epss_copy.html
http://www.stcsig.org/usability/newsletter/0401-epss.html
After getting a brief overview from Wikipedia, I went to another entry on my Google list. The MSU site discussed types of EPSS'. This site had a lot more useful information although the date listed on the site is 1993. I am unsure how much these systems have changed in 16 years but I would suspect that the theories are still pertinent while the technology has advanced.
This site shows the "key" charactersistics of an EPSS as
- computer-based
- provide access to the discrete, specific information needed to perform a task at the time the task is to be performed
- used on the job, or in simulations or other practice of the job
- controlled by the user
- reduce the need for prior training in order to accomplish the task
This site was easy to read and comprehensive. The downside is the age of the information so I went back to the Google list and chose a 2004 article from Usability and User Experience. This article title indicated it would concentrate on designing an effective EPSS. However, I found that it was more of a detailed sales brochure that gave screen shots and examples of the product that was being presented. It was interesting to see the application of the design principles I had just read about in the 1993 information used here as the basis of the design. As I had suspected, the principles stood the test of time as the technology advanced. This page also detailed some of the usability features that I have been studying in IT580.
http://en.wikipedia.org/wiki/Electronic_performance_support_systems
https://www.msu.edu/~sleightd/epss_copy.html
http://www.stcsig.org/usability/newsletter/0401-epss.html
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