1. Macro-economic analysis a. GDP b. Inflation c. Fiscal and Monetary Policies d. Other factors other than economy(political) 2. Industry Analysis (E.g. Sports, Entertainment, Mfg., and Consumables) a. Name of the company b. Key Players c. Growth trend d. Standard Industrial codes e. Regulations f. Micro economic forces (M.E porters five forces modes, where the company is standing in the economy) g. Describe the Dynamics of the market (Market Analysis) 3. Company Analysis a. Tell us something about the company, business model b. Vision and Mission (Annual Report); MDA c. Products and Services d. Competitive Analysis e. Culture f. Challenges 4. Financial Analysis a. Financial Statements (SEC, 10-Q, 10K) · Ratio Analysis · Industry as a whole · Intra Company comparisons · Competitive Analysis · Trend Analysis · External Ratings 5. Summary (4-5 points); suggestions Handbook of Human Performance Technology Third Edition Principles, Practices, and Potential James A. Pershing Editor Foreword by Harold D. Stolovitch and Erica J. Keeps S S ffirs.qxd 2/7/06 01:55 PM Page iii File Attachment C1.jpg ffirs.qxd 2/7/06 01:55 PM Page vi Praise for the Handbook of Human Performance Technology, Third Edition “This third edition of the seminal Handbook weaves in two decades of applied HPT experience to provide even more relevant guidelines to today’s performance improvement practitioners as they continue the important work of leveraging an organization’s most precious capital—its people—toward verifiable, mea- surable, and valuable outcomes.” —Clare Marsch, senior principal, global learning consulting, Convergys Learning Solution s “The Handbook of Human Performance Technology is a valued resource for pro- fessionals who lead learning and performance improvement efforts in organi- zations. In this edition, top thinkers in our field take on the tough issues, summarize current thinking, and offer valuable new insights.” —Catherine M. Sleezer, CPT, Ph.D., professor, human resource/adult education, Oklahoma State University “This Handbook not only bridges the gap between European and American per- formance improvement strategies, it also includes key multicultural approaches for change agents that focus on business results.” —Steven J. Kelly, CPT, managing partner, KNO Worldwide “Taking the helm with the third edition, James Pershing ensures that the Hand- book of Human Performance Technology retains its leading role in the field. Two aspects particularly resonate: a new classification of interventions at the worker and team levels and workplace and organizational levels, and a superb section on measurement and assessment, which concisely applies a variety of research and evaluation techniques specifically for use in our field.” —Saul Carliner, assistant professor, graduate program in educational technology, Concordia University, Montreal, Canada ffirs.qxd 2/7/06 01:55 PM Page i “The Handbook’s clear and supportive struct ...

1. 1. Macro-economic analysis
a. GDP
b. Inflation
c. Fiscal and Monetary Policies
d. Other factors other than economy(political)
2. Industry Analysis (E.g. Sports, Entertainment, Mfg., and
Consumables)
a. Name of the company
b. Key Players
c. Growth trend
d. Standard Industrial codes
e. Regulations
f. Micro economic forces (M.E porters five forces modes, where
the company is standing in the economy)
g. Describe the Dynamics of the market (Market Analysis)
3. Company Analysis
a. Tell us something about the company, business model
b. Vision and Mission (Annual Report); MDA
c. Products and Services
d. Competitive Analysis
e. Culture
f. Challenges
4. Financial Analysis
a. Financial Statements (SEC, 10-Q, 10K)
· Ratio Analysis
· Industry as a whole
· Intra Company comparisons
· Competitive Analysis
· Trend Analysis
· External Ratings

2. 5. Summary (4-5 points); suggestions
Handbook of Human
Performance Technology
Third Edition
Principles, Practices, and Potential
James A. Pershing
Editor
Foreword by Harold D. Stolovitch and Erica J. Keeps
S S
ffirs.qxd 2/7/06 01:55 PM Page iii
File Attachment
C1.jpg
ffirs.qxd 2/7/06 01:55 PM Page vi
Praise for the Handbook of Human
Performance Technology, Third Edition
“This third edition of the seminal Handbook weaves in two
decades of applied

3. HPT experience to provide even more relevant guidelines to
today’s performance
improvement practitioners as they continue the important work
of leveraging
an organization’s most precious capital—its people—toward
verifiable, mea-
surable, and valuable outcomes.”
—Clare Marsch, senior principal, global learning consulting,
Convergys Learning
Solution
s
“The Handbook of Human Performance Technology is a valued
resource for pro-
fessionals who lead learning and performance improvement
efforts in organi-
zations. In this edition, top thinkers in our field take on the
tough issues,
summarize current thinking, and offer valuable new insights.”
—Catherine M. Sleezer, CPT, Ph.D., professor, human
resource/adult education, Oklahoma State University
“This Handbook not only bridges the gap between European and

4. American per-
formance improvement strategies, it also includes key
multicultural approaches
for change agents that focus on business results.”
—Steven J. Kelly, CPT, managing partner, KNO Worldwide
“Taking the helm with the third edition, James Pershing ensures
that the Hand-
book of Human Performance Technology retains its leading role
in the field. Two
aspects particularly resonate: a new classification of
interventions at the worker
and team levels and workplace and organizational levels, and a
superb section
on measurement and assessment, which concisely applies a
variety of research
and evaluation techniques specifically for use in our field.”
—Saul Carliner, assistant professor, graduate program in
educational
technology, Concordia University, Montreal, Canada
ffirs.qxd 2/7/06 01:55 PM Page i

5. “The Handbook’s clear and supportive structure and the high
scientific and/or
practical expertise of its authors makes this excellent
documentation of HPT’s
mission, values, processes, and tools very beneficial and
credible for both man-
agers and HPT practitioners in work or social settings as well as
academic read-
ers with interest in state-of-the-art HPT related knowledge and
experience.”
—Verena Dziobaka-Spitzhorn, house of training/
head of learning and communication, METRO Cash &
Carry International GmbH, Germany
“The Handbook reflects the vast and diverse experience of the
very best think-
ing and applications of HPT in the world today. It is an
invaluable and com-
prehensive reference for anyone interested in improving human
performance in
the workplace.”

6. —Christine Marsh, CPT, principal, Prime Objectives,
United Kingdom
“As the knowledge revolution takes hold, victory will go to the
smartest orga-
nizations and societies. This must-have reference handbook
provides consul-
tants and business leaders with visual models, practices, and
case histories to
achieve measurable improvements in human performance and
business results.”
—Geoffrey A. Amyot, CPT, CEO, Achievement
Awards Group, South Africa
ffirs.qxd 2/7/06 01:55 PM Page ii
Handbook of Human
Performance Technology
Third Edition
Principles, Practices, and Potential

7. James A. Pershing
Editor
Foreword by Harold D. Stolovitch and Erica J. Keeps
S S
ffirs.qxd 2/7/06 01:55 PM Page iii
Copyright © 2006 by John Wiley & Sons, Inc.
Published by Pfeiffer
An Imprint of Wiley
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Copyright page continued on 1,364.

10. Cataloging-in-Publication Data on file with the Library of
Congress.
Acquiring Editor: Matthew Davis
Director of Development: Kathleen Dolan Davies
Production Editor: Nina Kreiden and Liah Rose
Editor: David Horne
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Printed in the United States of America
Printing 10 9 8 7 6 5 4 3 2 1
ffirs.qxd 2/7/06 01:55 PM Page iv
www.pfeiffer.com
www.pfeiffer.com
To Patricia Lorena, James Frederick, and Dara Lynn

11. S S
S
ffirs.qxd 2/7/06 01:55 PM Page v
ffirs.qxd 2/7/06 01:55 PM Page vi
CONTENTS
Foreword to the Third Edition xiii
Harold D. Stolovitch, Erica J. Keeps
Preface xxi
Acknowledgments xxvii
The Editor and Editorial Advisory Board xxix
Foreword to the First Edition xxxi

12. Thomas F. Gilbert
Foreword to the Second Edition xxxvii
Robert F. Mager
PART ONE: FOUNDATIONS OF HUMAN PERFORMANCE
TECHNOLOGY 1
Monique Mueller, editor
1 Human Performance Technology Fundamentals 5
James A. Pershing
2 The Performance Architect’s Essential Guide to the
Performance
Technology Landscape 35
Roger M. Addison, Carol Haig
3 Business Perspectives for Performance Technologists 55
Kenneth H. Silber, Lynn Kearny
S S
vii
ftoc.qxd 2/7/06 02:33 PM Page vii

13. 4 Performance Improvement: Enabling Commitment to
Changing
Performance Requirements 93
William R. Daniels, Timm J. Esque
5 Systemic Issues 111
Dale M. Brethower
6 Mega Planning and Thinking: Defining and Achieving
Measurable Success 138
Roger Kaufman
7 The Origins and Evolution of Human Performance Technology
155
Camille Ferond
PART TWO: THE PERFORMANCE TECHNOLOGY PROCESS
189
Jim Hill, editor
8 Aligning Human Performance Technology Decisions with
an Organization’s Strategic Direction 191

14. Ryan Watkins
9 Analysis and More 208
Allison Rossett
10 Requirements: The Bridge Between Analysis and Design 223
Ray Svenson
11 Modeling Mastery Performance and Systematically Deriving
the
Enablers for Performance Improvement 238
Guy W. Wallace
12 Dimensions of Organizational Change 262
Larissa V. Malopinsky, Gihan Osman
13 Using Evaluation to Measure and Improve the Effectiveness
of Human
Performance Technology Initiatives 287
Robert O. Brinkerhoff
14 The Full Scoop on Full-Scope Evaluation 312
Joan C. Dessinger, James L. Moseley
PART THREE: INTERVENTIONS AT THE WORKER AND

15. WORK TEAM LEVELS 331
Karen L. Medsker, editor
15 Instruction as an Intervention 335
Michael Molenda, James D. Russell
viii CONTENTS
ftoc.qxd 2/7/06 02:33 PM Page viii
CONTENTS ix
16 Designing Instructional Strategies: A Cognitive Perspective
370
Kenneth H. Silber, Wellesley R. Foshay
17 Games and Simulations for Training: From Group Activities
to Virtual Reality 414
Robert L. Appelman, John H. Wilson
18 Distance Training 437
José Manuel Ochoa-Alcántar, Christy M. Borders, Barbara A.
Bichelmeyer

16. 19 Innovations in Performance Improvement with Mentoring
455
Margo Murray
20 Motivating Individuals, Teams, and Organizations 478
Richard E. Clark
21 Shifting Organizational Alignment from Behavior to Values
498
Anthony W. Marker
22 Principles and Practices of Work-Group Performance 516
Michael F. Cassidy, Megan M. Cassidy
23 Performance Support Systems 539
Steven W. Villachica, Deborah L. Stone, John Endicott
PART FOUR: INTERVENTIONS AT THE WORKPLACE
AND ORGANIZATIONAL LEVELS 567
Mark J. Lauer, editor
24 The Impact of Organizational Development 571
Brian Desautels

17. 25 The Fifth Discipline: A Systems Learning Model for
Building
High-Performing Learning Organizations 592
M. Jeanne Girard, Joseph Lapides, Charles M. Roe
26 Knowledge Management, Organizational Performance,
and Human Performance Technology 619
Debra Haney
27 Coming to Terms with Communities of Practice: A
Definition
and Operational Criteria 640
Sasha Barab, Scott J. Warren, Rodrigo del Valle, Fang Fang
28 Workplace Design 665
Karen L. Medsker
ftoc.qxd 2/7/06 02:33 PM Page ix
29 Six Sigma: Increasing Human Performance Technology
Value and Results 692
Darlene M. Van Tiem, Joan C. Dessinger, James L. Moseley

18. 30 Normal Excellence: Lean Human Performance Technology
and the Toyota Production System 717
Joachim Knuf, Mark J. Lauer
PART FIVE: PERFORMANCE MEASUREMENT AND
ASSESSMENT 743
Jana L. Pershing, editor
31 A Commentary on Quantitative and Qualitative Methods:
Myths
and Realities 745
Jana L. Pershing
32 Constructing Effective Questionnaires 760
Sung Heum Lee
33 Interviewing to Analyze and Evaluate Human Performance
Technology 780
Jana L. Pershing
34 Observation Methods for Human Performance Technology
795
James A. Pershing, Scott J. Warren, Daniel T. Rowe

19. 35 Using Content Analysis in Human Performance Technology
819
Erika R. Gilmore
36 Quantitative Data Analyses 837
Mary Norris Thomas
37 Evidence-Based Practice and Professionalization of Human
Performance Technology 873
Ruth Colvin Clark
PART SIX: PERFORMANCE TECHNOLOGY IN ACTION 899
Debra Haney, editor
38 Making the Transition from a Learning to a Performance
Function 903
Dana Gaines Robinson, James C. Robinson
39 Using an HPT Model to Become Management’s Partner 924
Danny Langdon
40 Managing Human Performance Technology Projects 943
Nicholas Andreadis
x CONTENTS

20. ftoc.qxd 2/7/06 02:33 PM Page x
41 Leadership in Performance Consulting 964
Roger Chevalier
42 The Anatomy of Performance: A Framework for Consultants
986
Geary A. Rummler
43 Certification: An Alignment Intervention 1008
Judith A. Hale
44 Standards and Ethics in Human Performance Technology
1024
Ingrid J. Guerra
45 Professional Ethics: A Matter of Duty 1047
Jim Hill
46 Improving Human Performance by Employing a Top-Down
Function
Analysis Methodology in Navy Aircraft Design 1067

21. Dennis Duke, Robert Guptill, Mark Hemenway, Wilbur
Doddridge
PART SEVEN: LOOKING FORWARD IN HUMAN
PERFORMANCE TECHNOLOGY 1085
Darlene M. Van Tiem, editor
47 SWOT Analysis 1089
Doug Leigh
48 Sustainable Development and Human Performance
Technology 1109
Scott P. Schaffer, Therese M. Schmidt
49 Rapid Reflection Throughout the Performance-Improvement
Process 1122
Sharon J. Korth, Brenda S. Levya-Gardner
50 Appreciative Inquiry: Unraveling the Mystery of
Accentuating
the Positive 1147
Darlene M. Van Tiem, Julie Lewis
51 Comprehensive Performance Evaluation: Using Logic
Models to

22. Develop a Theory-Based Approach for Evaluation of Human
Performance Technology Interventions 1165
Barbara A. Bichelmeyer, Brian S. Horvitz
52 Aligning the Human Performance System 1190
John Amarant, Donald T. Tosti
53 Systems, Measures, and Workers: Producing and Obscuring
the
System and Making Systemic Performance Improvement
Difficult 1224
Donald J. Winiecki
CONTENTS xi
ftoc.qxd 2/7/06 02:33 PM Page xi
54 Hidden Order of Human Performance Technology:
Chaos and Complexity 1251
Darlene M. Van Tiem, Swati Karve, Jennifer Rosenzweig
55 Quantulumcunque Concerning the Future Development
of Performance Technology 1274

23. Klaus D. Wittkuhn
About the Editor 1286
About the Contributors 1288
The International Society for Performance Improvement 1311
Name Index 1312
Subject Index 1326
Addendum to the Copyright Page 1364
xii CONTENTS
ftoc.qxd 2/7/06 02:33 PM Page xii
FOREWORD TO
THE THIRD EDITION
H
uman performance technology (HPT) is a professional field of

24. study and
application, the main purpose of which is to engineer systems
that allow
people and organizations to perform in ways that they and all
stakehold-
ers value. HPT is a derivative field that for over a half of a
century has evolved
from a number of disciplines, such as psychology,
communications, neuro-
science, management science, information science, economics,
ergonomics, and
measurement and evaluation. It is also the progeny of a number
of applied
fields, such as instructional technology, human resource
development, organi-
zational development, and industrial engineering.
Eclectic as this all sounds, HPT has grown to become a distinct
specialty with
its own international, national, and local professional societies
as well as
numerous publications, university programs, and certification
structures that
lend it credence. It has emerged as a domain of practice that is

25. increasingly rel-
evant, if not essential, for today’s organizational success. The
term human per-
formance technology sounds somewhat dry and mechanistic.
Hence, human
performance improvement (HPI) has begun to appear in
professional publica-
tions as a more acceptable euphemism. We view HPT as the
rigorous means for
achieving valued performance, that is, what we as performance-
improvement
specialists do, and HPI as the end result, that is, what we
accomplish. Regard-
less of the terminology, HPT-HPI has come to represent a
unique area of study,
research, and professional practice, one that is worthy of
recognition in the
world of work and, more recently, in nonwork and social
settings.
S S
xiii
fbetw.qxd 2/7/06 01:55 PM Page xiii

26. THE HANDBOOK OF HUMAN PERFORMANCE
TECHNOLOGY:
A FOUNDATION DOCUMENT
Such an energetic field must, at points in its development, stop
for a moment
to consolidate its thinking, values, position, mission, direction,
and practices
and make a statement about what it is and why anyone should
care. This state-
ment serves three purposes: (1) to help its diverse scholars and
practitioners
disengage themselves from their daily, disparate, and pressing
activities and
reflect on who they really are as a family; (2) to inform the
outside world of
what the field is all about and why its existence is so excitingly
important; and
(3) to guide those entering the field and those responsible for
informing new
members on what and where to focus.

27. The statement HPT has made is this Handbook of Human
Performance Tech-
nology. In 1988, the then National Society for Performance and
Instruction (NSPI),
now the International Society for Performance Improvement
(ISPI), realized that
while it was preaching HPT vigorously and vociferously, the
message was not
coming through very clearly. A stronger affirmation had to be
made. A source doc-
ument was necessary to inform the world of what HPT was all
about. The result
was the launching of a publication initiative. We were selected
to be the parents of
this publication, and our job was to give birth to a powerful
HPT manifesto.
Here was our mission as it appeared in 1992 in the preface to
the first edition
of the handbook:
What has been needed as a solid cornerstone for the field . . . is
a major
publication that clearly articulates, to the world and to HPT
professionals, that

28. we have arrived. That is the purpose of the Handbook of Human
Performance
Technology: to announce the existence of an emerging, highly
relevant field, and
to express what this field is about, where it comes from, what it
does, and how
its principles and practices can very significantly benefit
organizations that seek
outstanding results [Stolovitch and Keeps, 1992, p. xx].
Little did we realize what an undertaking this was to be,
involving almost three
years of intense work. Also, little did we anticipate its impact.
Not only were
the handbook’s sales outstanding, it soon became the major
textbook for uni-
versity programs that were adding ever-increasing numbers of
professionals to
the field. The first edition also generated widespread,
international enthusiasm
for HPT. This resulted in a second edition, this time with a
global thrust. What
came out of this two-and-a-half-year effort was a markedly
increased worldwide
profile for HPT and many new adherents to the field from a host

29. of nations.
However, as optimistic as we were about the staying power of
the handbook,
we certainly could not have predicted an entirely new,
amazingly updated third
edition some fourteen years after the first one. We view the
contents of this
xiv FOREWORD TO THE THIRD EDITION
fbetw.qxd 2/7/06 01:55 PM Page xiv
FOREWORD TO THE THIRD EDITION xv
outstanding, highly evolved volume with awe and admiration
for what Profes-
sor Pershing and his authors have accomplished and strong
emotion at seeing
how far the field has evolved in so short a time.
HPT: HOW FAR WE HAVE COME

30. Speaking about our advances as a professional group, it is
tremendously impres-
sive to note the indicators of our dramatic growth. Witness the
numerous books,
chapters, periodicals, and articles dealing with HPT themes.
Since 1992, publica-
tions have multiplied tenfold. The number of university
programs and courses
focused on human performance at work has burgeoned, and not
only in the United
States and Canada where the movement began, but also in
Europe, the Middle
East, Africa, South America, Australia, New Zealand, and
throughout the world
where there are people searching for ways to achieve
organizational results val-
ued by all. As an example, over the past year, we ourselves
received requests for
HPT guidance, suggested readings, and learning opportunities
from countries
including China, Mongolia, Uzbekistan, Malaysia, Singapore,
Bangladesh,
Romania, South Africa, Colombia, Israel, and Niger. In this
listing, we do not even
name the Western European countries, as they have now become

31. normal fare,
something we would not have said even ten years ago.
Along with the impact on publications and programs are the
noticeable changes
to professional societies and organizations that once were
centered exclusively on
training. The American Society for Training and Development,
now ASTD, and
VNU, publishers of Training, have begun to include the term
performance in their
taglines, including those for their various certificate programs.
Recently a new
magazine, Workforce Performance