Section 4: Human Performance Technology

A problem area I have noticed in my work is insufficient training regarding effective classroom management practices. This is largely due to inexperience of new faculty. The administrations current answer is minimal at best. Sometimes assigning a veteran teacher mentor. But mostly, instruction on various constructive practices is repeated at faculty meetings. Instead, I suggest peer feedback reviews. This observation by several peers, instead of a single formal observation by one administrator, would allow for observation of working and non working practices among the entire faculty body. Following the observation, the group would develop a report on what works and what does not. The report would not be used to single out any one person, but rather to provide everyone with useful classroom management support.

To further define Electronic Performance Support Systems, one could include:

• "An integrated electronic environment that is available to and easily

accessible by each employee and is structured to provide immediate,
individualized on-line access to the full range of information, software,
guidance, advice and assistance, data, images, tools, and assessment and
monitoring systems to permit job performance with minimal support and
intervention by others." Gloria Gery, 1991

• "A computer-based system that improves worker productivity by providing on-the-job access to integrated information, advice, and learning experiences." Barry Raybould, 1991
• "A performance support system provides just-in-time, just enough training, information, tools, and help for users of a product or work environment, to enable optimum performance by those users when and where needed, thereby also enhancing the performance of the overall business." William Bezanson, 2002

I prefer this last definition as it could apply to any situation where training might be needed, not just work environments. I also like the verbiage: "just-in-time, just enough training", as training systems by nature can be overwhelming to the user. By only providing the information needed, at the moment needed, users are more likely to relate the content to the task. Further, I believe EPSS have not been successfully implemented because of their inadequacy at interpreting exactly what information the user might need. However, with artificial intelligence, especially the work of Ray Kurzweill, systems are better able to predict user actions and provide information real time.

Returning to the problem I proposed earlier of insufficient training regarding effective classroom management practices, blended learning especially a knowledge management system would prove to be an ideal solution. In this situation, the observation team could develop a list of "what works" to be published for all the staff to see. This information sharing could be easily accomplished via a wiki site. The wiki would serve as a knowledge database for faculty to peruse. After trying one of the practices, they could leave a comment or even vote on the effectiveness. With this system, the top practices would naturally 'float' to the top. All this could be accomplished without instruction at faculty meetings.

I rarely learn effectively from direct instruction. I am a tactile learner and therefore I learn much more effectively when I experience the content. This type of learning occurs much more as a child, such as our parents showing us how to perform everyday tasks, i.e. brushing teeth. As an adult, I have experienced this type of learning during the time I served in the military. There this style training was referred to as: on the job training, or OJT. I believe the military uses this style of training, as opposed to strictly formal training, because the task to be performed could have deadly implications if performed incorrectly. For the most part this training was typically very engaging as the expected learning outcome was prevalent: "here is how to do your job." However on the job training is rarely social, aside from the relationship between craftsman (trainer) and apprentice (trainee). During my military career I had the opportunity to serve in both capacities: trainer and trainee. Having the privelage to pass on the skills I had acquired was rewarding as I was forced to reflect on my experience and hone my own skills, in order to successfully train my successor.