Buradasınız

Anasayfa » Content

INTERNATIONAL PRACTICE OF WORKPLACE LEARNING AND PERFORMANCE IMPROVEMENT: A STATUS REPORT

Journal Name:

  • Bilgi Ekonomisi ve Yönetimi Dergisi

Publication Year:

  • 2013

Key Words:

Author NameUniversity of Author
Abstract (2. Language): 
Although the fields of Human Resource Development (HRD) and Human Performance Technology (HPT) have a growing body of international practitioners, there has been no study to describe their practices as Workplace Learning and Performance Improvement (WLPI) specialists. This descriptive survey study sought to describe international practitioners in terms of general demograp hics, job-specific demographics, and in terms of how much of their time is spent on various WLPI activities.Eighty seven (87) practitioners participated in the study. More than 50% of the participants had more than 10 years of experience. A majority of the respondents described their job position as consultant. Results also showed that international practitioners spent 34.3% of their time doing WLPI related tasks in their job roles and they were involved in every major phase of WLPI activities. Implications for the fields and future research suggestions were provided.
Bookmark/Search this post with
FULL TEXT (PDF): 
PDF icon arastrmx_91824_8_pp_163-173.pdf
  • 1
163-173
  • English

REFERENCES

References: 

Bing, J. W., Kehrhahn, M., & Short, D. C. (2003). Challenges to the field of human resource development.
Advances in Developing Human Resources, 5(3), 342-351.
Cho, Y. & Yoon, S. W. (2010). Theory development and convergence human resource fields: Implications for
human performance technology. Performance Improvement Quarterly, 23(3), 39-56.
doi:10.1002/piq.20089.
ISPI (2012, July 30). CPT Brochure. Retrieved from http://www.ispi.org/pl/cpt/cpt-brochure.pdf.
Jang, H. Y. (2008). Themes and issues as reflected in human performance technology literature: A content
analysis. Unpublished doctoral dissertation, Indiana University.
Kahnweiler, W. M. (2009). HRD as a profession: Current status and future directions. Human Resource
Development Quarterly, 20(2), 219-229. doi: 10.1002/hrdq.20011.
Lauer, M. J. (2008). Validating the ISPI standards and principles for theCertified Performance Technologist
credential. Unpublished doctoral dissertation, Indiana University.
Marquardt, M., & Berger, N. (2003). The future: Globalization and new roles for HRD. Advances in Developing
Human Resources, 5(3), 283-295.
Mohindra, A. B. (2011). The 2011 ASTD salary survey: Learning pays and it pays to learn. Training and
Development, 65(8), 56-61.
NAICS. (2012, July 31). North American Industry Classification System. United States Census Bureau.
Retrieved from http://www.census.gov/cgi-bin/sssd/naics/naicsrch?chart=2012.
Pershing, J. A. (2006). Human performance technology fundamentals. In J. A. Pershing (Ed.),Handbook of
human performance technology: Principles · Practices· Potential (3rd ed.) (pp.5-34). San Francisco:
Pfeiffer.
Pershing, J. A., Abaci, S., Symonette, S., & Brunclik, C. (2008). ISPI’s 2008 practice and job analysis.
PerformanceXpress, May 2008.
Bilgi Ekonomisi ve Yönetimi Dergisi / 2013 Cilt: VIII Sayı: I
Tüm hakları BEYDER’e aittir 173 All rights reserved by The JKEM
Pershing, J. A., Cheng, J., & Foong, K. P. (2008). International society for performance improvement
professional practices survey: A report. Performance Improvement, 45(7), 39-47.
Pershing, J. A., Lee, J.,&Cheng, J. (2008). Current status, future trends, and issues inhumanperformance
technology, part 1: influential domains, current status, and recognition of HPT. Performance
Improvement, 47(1), 9–17.doi: 10.1002/pfi.174.
Rojas, A. M., & Zintel, D. E. (1999). Practicing human performance technology in a globalbusiness
environment. In H. D. Stolovitch and E. J. Keeps (Eds.), Handbook of HumanPerformance Technology:
Improving individual and organizational performance worldwide(2nd ed.) (pp. 916-935). San
Francisco: Jossey-Bass/Pfeiffer.
Ruona, W. E. A., Lynham, S. A., & Chermack, T. J. (2003). Insights on emerging trends and the future of human
resource development. Advances in Developing Human Resources, 5(3), 272-282.
Stolovitch, H., & Keeps, E. (1999). What is performance technology? In H. D. Stolovitch and E.J. Keeps (Eds.),
Handbook of Human Performance Technology: Improving individual andorganizational performance
worldwide (2nd ed.) (pp. 3-23). San Francisco: Jossey-Bass/Pfeiffer.
Swanson, R. A. (2001). Human resource development andits underlying theory.Human Resource Development
International, 4(3), 299-312.doi:10.1080/13678860110059311.
Swanson, R. A., & Holton III, E. F. (2009). Foundations of human resource development (2
nd
ed.). San
Francisco: Berrett-Koehler.
Weinberger, L. A. (1998). Commonly held theories of humanresource development.Human Resource
Development International, 1(1), 75-93.doi: 10.1080/13678869800000009

Thank you for copying data from http://www.arastirmax.com