human performance technology in ict
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Transcript of human performance technology in ict
Nikmarunee Hayeewangah, Doctoral Degree Student,
Information and Communication Technology
for Education, Faculty of Technical Education,
Namon Jeerungsuwan, Ph.D., Director of Ph.D.Program in Information and Communication Technology for Education, Faculty of Technical Education,
Human Performance Technology in ICT
of Thai Higher Education Lecturers
October 23-27 2013 OSAKA Japan
1.Research Introduction2.Research Objective3.Research Methodology4.Research Results5.Research Discussion
Contents
The figure represents
the factors that contribute to
enhanced human performance.
Introduction
Research Objective
• Develop a model for Human Performance Technology in ICT of Thai Higher Education Lecturers
Research Methodology
• Population Identification and Sample Selectiono 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 Developmento Interview form
• Method
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
T
Method
information technology and communication strategic plans of Thailand, from Ministry of Information and Communication Technology. Ministry of Education and Rajabhat Universities
The interviews form has 22 question. The issue of the question coverd- How to give ICTPolicy to Lecturer- Swot Analysist of
ICT 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
Result of the interviews leading to development of the model
Input Process Output
ResultIssue /Experts 1 2 3 4 5 6 7 Recommendations
Skill
• 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.
Knowledge
Attribute
Issue /Experts 1 2 3 4 5 6 7 Recommendations Raise career
awareness.- - - -
• University identified Information technology and Communication as a performance indicator.
Recognize the benefits of using information technology and communications.
University identified the performance of information technology and communication as indicators for individual competency.
Result
Issue /Experts 1 2 3 4 5 6 7 Recommendations
Policy
• 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
Leader
Infrastructure
Result
Issue /Experts 1 2 3 4 5 6 7 RecommendationsDesign Identified
performance
• The university should consider the level of performance criteria and facilitate supportive factors.
Infrastructure
Tangible incentives
Intangible incentives
Result
Issue /Experts 1 2 3 4 5 6 7 Recommendations
Development Alert
• Training starting with encouraging an awareness of a policy in assessing performance, the benefits of using information technology and communications
Training
Result
Issue /Experts 1 2 3 4 5 6 7 Recommendations
Drive to success and change management Mentor
• Who driveed the change by transferring knowledge.
Knowledge transfer
Result
Issue /Experts 1 2 3 4 5 6 7 Recommendations
Evaluate Formative
-
Summative
Result
Personnel performance elements(Unesco,2011/Volman,2005/Khalid Abdullah,2009/Baars,2006/Panagiatis and Stella,2008/)
- Knowledge, skills, Attribute for teachingIntrinsic motivation
Organization performance
elements( Vantium/James A.
Pershing,2006/Rothwel&Hohne/King,2006)
-Policy-Leader-Supportive factor or infrastructure- Incentive
Gap Analysis
Gap Analysis
Related to
Cause Analysi
s
-Priority Arrangement-status identification
Develop(James A Pershing, 2006)
-Alertness- Training
Drive of Success and Change Management(James A Pershing, 2006)
-Mentor Arrangement-Knowledge Transfer
Design(James A Pershing,2006/ Wile, 1996/Richard.Eclark/Molenda,2004)
-Performance Identification-Supportive Factors-Tangible Incentive-Intangible Incentive
Evaluate
Analysis of Actual state and Expected state
Human performance technology model for Thai higher education
lecturers
i
DISCUSSIONG (Goal)
A
P T(Target)
d i
f
Fred Nickols (2010, p3)
C (Circumstance)
(Perceived)
(discrepancy) (intervention)
(Act)
(feedback)
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.
DISCUSSION
Confirmation of theHPT model based on the literature
• 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 .
Conclusion
THANK YOUKOB-KHUN-KA
E-mail Contact : [email protected]: [email protected]