HPT in ICT for Thai Higher Education

1. October 23-27 2013 OSAKA Japan
Human Performance Technology in ICT
of Thai Higher Education Lecturers
Namon Jeerungsuwan,
Ph.D., Director of Ph.D.Program in
Information and Communication Technology
for Education, Faculty of Technical Education,
Nikmarunee Hayeewangah,
Doctoral Degree Student,
Information and Communication Technology
for Education, Faculty of Technical Education,

2. Contents
1. Research Introduction
2. Research Objective
3. Research Methodology
4. Research Results
5. Research Discussion

3. Introduction
The figure represents
the factors that contribute to
enhanced human performance.

4. Research Objective
• Develop a model for Human
Performance Technology in ICT
of Thai Higher Education
Lecturers

5. Research Methodology
• Population Identification and Sample
Selection
o Vice President for ICT, Vice President for Human Resources
Development, Vice President for Administrative Affairs,
Director of Academic Resources and Information
Technology Center, and Head of Information Technology
Center. From 5 Rajabhat University.
• Research Instrument Development
o Interview form
• Method

6. Four Phases of Data Collection leading to Model Confirmation
• The data from interviews of unverities official
• Data from survey of lecturer using
questionare/checklist
• Training and Change Management
• Confirmation of the Model by experts from
other Thai universities

7. Method
Input
information technology
and communication
strategic plans of
Thailand, from Ministry
of Information and
Communication
Technology. Ministry of
Education and Rajabhat
Universities
Process
The interviews form has
22 question. The issue of
the question coverd
- How to give ICT
Policy to Lecturer
- Swot Analysist of ICT
T
performance
- What factor for
lecturer use ICT
- What ICT support is
provided for
lecturers
- Lecturers perfomance
in Teaching and
learning using ICT
Validation of the
Interviews from by
expert prior to use
Output
Result of the
interviews leading
to development of
the model

8. Result
Issue /Experts
1
2
3
4
5
6
7
•
Knowledge
      
      
Attribute
      
Skill
•
•
•
Recommendations
Information technology and
communication for integrated
learning
Information technology and
communication as a tool to develop
and facilitate learning,
Information technology and
communication for lecturers’ own
performance development,
Information technology and
communications as a
communication channel.

9. Result
Issue /Experts
1
2
3
4
5
6
7
- -    - Raise career
awareness.
Recognize the
benefits of using
information
       •
technology and
communications.
University
identified the
performance of
information
technology and
      
communication as
indicators for
individual
competency.
Recommendations
University identified Information
technology and Communication as
a performance indicator.

10. Result
Issue /Experts
1
2
3
4
5
6
7
•
Policy
•
Leader
      
      
•
Infrastructure
      
Recommendations
Performance Individual lecturer for
future development as an explicit
policy.
The leader should initiate the use
of information technology and
communication for other personnel
to follow.
The university should facilitate
supportive factors of 5 information
technologies infrastructure

11. Result
Issue /Experts
Design
Identified
performance
Infrastructure
1
2
3
4
5
6
7
       •
      
Tangible
incentives
      
Intangible
incentives
      
Recommendations
The university should consider
the level of performance
criteria and facilitate
supportive factors.

12. Result
Issue /Experts
1
Development
• Training starting with
encouraging an awareness of a
      
policy in assessing
performance, the benefits of
using information technology
      
and communications
Alert
Training
2
3
4
5
6
7
Recommendations

13. Result
Issue /Experts
1
2
3
4
5
6
7
•
Drive to success and
change management
Mentor
Knowledge
transfer
Recommendations
      
      
Who driveed the change by
transferring knowledge.

14. Result
Issue /Experts
1
2
3
4
5
6
7
Recommendations
Evaluate
Formative
Summative
      
      
-

15. Human performance technology model for Thai higher education lecturers
Analysis of Actual state and Expected state
Personnel
performance elements
(Unesco,2011/Volman,200
5/Khalid
Abdullah,2009/Baars,2006
/Panagiatis and
Stella,2008/)
Design
Gap
Analysis
(James A
Pershing,2006/
Wile,
1996/Richard.Eclar
k/Molenda,2004)
- Knowledge, skills,
Attribute for teaching
Intrinsic motivation
-Priority
Related
to
Organization
performance
elements
Vantium/James A.
Pershing,2006/Rothwel&
Hohne/King,2006)
-Policy
-Leader
-Supportive factor or
infrastructure
- Incentive
Cause
Analysis
Arrange
ment
-status
identific
ation
Develop
(James A
Pershing, 2006)
-Alertness
- Training
-Performance
Identification
-Supportive
Factors
-Tangible
Incentive
-Intangible
Incentive
Drive of
Success
and
Change
Managem
ent
(James A
Pershing, 2006)
-Mentor
Arrangem
ent
-Knowledg
e Transfer
Gap
Analysis
Evaluate

16. DISCUSSION
G (Goal)
C (Circumstance)
(Act)
d(discrepancy) i A i (intervention)
(feedback)
f
(Perceived)
P
T(Target)
Fred Nickols (2010, p3)

17. DISCUSSION
Confirmation of theHPT model based on the literature
human performance Technology
• Is focused on the outcome,
• used system perspective,
• added values,
• produced cooperation,
• was a need and opportunity evaluation system,
• was a system used to analyze performance and identify causes or factors,
limitations and performance,
• was a system used in designing problem solutions,
• was used in developing solution methods either for overall or partial
problems,
• was used in problem solution process, and
• was used in process and outcome evaluation.

18. Conclusion
• The data for this presentation was taken
from the first phase of data collection for the
whole research project. The first phase we
got the model of Human Performance
Technology in ICT of Thai Higher Education.
this model prepares us to go on to the futher
study in the future .

19. THANK YOU
KOB-KHUN-KA
E-mail Contact
: Namon2015@gmail.com
: Nikma.bizcomp@gmail.com