Category: Editor’s Pick
On April 25, 2013, the ninth China Enterprise Training & Development Annual Conference had its grand opening in Wuxi City of Southeast China. From April 25 to 27, more than 1,500 professionals attended the conference, over 100 industry leaders presented, and approximately 50 sponsors and vendors participated in the exhibition.
Do your human resources department transactions exceed organizational expectations? Does your transformational work cause internal groups to seek or resist your involvement? Do you have an optimization plan to guide your department as it evolves from where it is today to where you want to be?
In 2012, ISPI was approached by the American Productivity and Quality Center (APQC) to become an Alliance Partner to uncover leading practices and approaches associated with successful performance measurement systems.
The International Society for Performance Improvement is currently looking for an ISPI member who can demonstrate an extensive knowledge of human performance technology, has a professional network inside and outside the field, and possesses an editorial review ability to be the editor of Performance Improvement journal.
The International Society for Performance Improvement (ISPI) is looking for a new editor to serve a three-year term for our acclaimed journal, Performance Improvement Quarterly (PIQ). PIQ is a highly respected journal in the field of human performance technology (HPT) and human resources, entering its 26th year of publication.
By Brian Gresham Projects for work come in all sizes; some are simple with a few back-and-forth emails and others become more complex with multiple internal and (at times) external groups becoming involved in a single project. The more factors, steps, and people that are involved, the more overwhelming a project gets. That is when [...]
As performance improvement professionals, introducing changes to processes, workflows, jobs, and tasks is an essential part of what we do, whether as external consultants or internal professionals on staff.
Any credible performance improvement professional, whether academic, practitioner, or both, would agree that there is an integral and reiterative relationship between research and practice. However, this relationship has not always been clear to our membership.
I did a 99 second critique of Bloom’s taxonomy at the 2002 ISPI conference and it generated more unsolicited feedback than any other presentation I have made. The response varied from those who completely agreed with me and have abandoned Bloom many years ago to those who are still true believers and avid users. In the 99 seconds presentation I criticized the taxonomy but did not have time to present more valid alternatives. This article summarizes the criticisms and presents two alternative strategies for classifying objectives in order to design appropriate instruction and assessment.