Olubiyi+and+Wynand

=Task 3= =HPT Manual= Individual Submission after paired discussion
 * Written Assignment Submission **: Paired assignment for individual submission by end of week 8. Of the models that you have studied, choose a model. Reduce the model to THREE parts that you would like to cover. For your chosen 3 parts or steps, prepare a 3-part (between 5 to 10 pages) manual recommending //practical// steps on how each phase of the model should be carried out by a practitioner to solve a gap in expected organizational performance. Test the suggested practical steps on the problem that you identified in Task 1 (Organisational Problem). Show this as an example of application. As you develop each phase, post it in the forum/wiki and invite comments from your partner. Respond to the comments. Write out the phase after responding to your partners comment. While working, the relevant parts of ref 3 may be consulted in addition to ref 4. Marks for the discussion in the forum/wiki will carry equal weight as the written assignment itself. (10 marks for forum/wiki work and 10 marks for written assignment) Remember to include your name in each part that you post.

To get started, let us all invest some time in reading, summarizing and selecting THREE stages or parts for our manual. The suggested read is Chapter TWO in reference 3. It can be found on page 35 titled "The Performance Architects Essential Guide to the Performance Technology Landscape". Add your summary and questions/comments to Reference 3. As you are developing ideas on what areas to work on, apply your ideas to the Case Study given in Case Studies.

Name of Model Selected:
Suggested THREE areas: Olubiyi, I am starting with my organisational problem first and after that I am listing my steps. This manual that I am developing is for the HPT practitioner to use. In Namibia we have two external examinations one at the end of Grade 10 and one at the end of Grade 12. All learners who fail either of these examinations enroll for distance education to pass or improve their grades. It is a challenge in itself, but as an option to improve their grades some measures are put in place at the Namibian College of Open Learning (NAMCOL). At head office of NAMCOL a team of developers develop educational resources to help the tutors when they present classes to the students and the idea is that they should use these resources. The problem is that the tutors do not use these resources to the benefit of the students.
 * Analysis
 * Design of Intervention
 * Evaluation of Success
 * Organizational Problem**

The question is how we can encourage tutors to use technology to improve the results of the students.

We had a training session to show the tutors how to use the technology in class and how to make the classes more interesting. After the training everyone expected that the results will improve and that the problem was solved. The pass rate of these learners did not improve and the problem therefore still exists. Help is therefore needed and a HPT needs to be called in.

For the tutor For learner Equipment/external aspects
 * Step1 ** : Draw up a check list in the analysis phase to gather specific information on the following:
 * Educational qualifications of the tutor for a specific subject;
 * Level of computer literacy;
 * Subject knowledge and teaching ability;
 * Lesson preparation & updated in file;
 * Full-time employed by Ministry or not;
 * Attendance rate
 * Age, motivation;
 * Distance from tuition centre;
 * Working or at home
 * Availability of equipment
 * Room, electricity etc.;
 * Timetable


 * Step 2: ** Visit some centres and observe and complete checklist

(Wynand)
 * Step 3: ** Analyze information

Dear Wynand,

I realize that the time is going very fast, so I decided to start something today. The following is my submission:

Name of Model Selected: Tiem, Moseley and Dessinger HPT Model

 * Suggested THREE areas:**
 * Performance Analysis
 * Cause Analysis
 * Intervention selection, design and development


 * The Organizational Problem:**

The National Open University of Nigeria was established in 2002 and admitted the first set of students in 2004. Up to date, NOUN has not graduated the first set of students. The main problem however, is the non-availability of some of the course materials that the students needed to complete their course. Several issues have led the university to this level:

1. The number of academic staff is very low compared to the task and the non-academic staff. 2. As a result of the fact that the demands of the work overwhelm the number of staff, productivity becomes low. 3. Finally, when academic staff writes course materials, management feels that paying them for it is not justified as they are paid salaries. 4. As a result of the non-availability of course materials, the University Management feels that the academic staff are not performing.

Now that the university is driven by several factors to ensure that the first set of students graduates this year, the issue of non-availability of course materials has again come to the fore. At this point, it would be the ideal to call in Human Performance Technologist to find a permanent solution to the issue. The following are my suggested steps:

Performance Analysis Phase:

Step 1: An analysis of the vision, mission, values, goals and strategies of NOUN (this would give us a picture of the desired workforce performance) Step 2: Environmental analysis: an analysis of the organizational environment, work environment, work flow and the worker (this would give an actual state of workforce performance) Step 3: A comparison of the 2 steps would give us the gap that is to be analyzed.

Cause Analysis Phase: Step 1: An analysis of environmental factors giving rise to poor performance Step 2: An analysis of workers' behavior giving rise to poor performance

Intervention Selection, Design and Development Phase:

(Olubiyi) =Model= =Selected= || =Practical= =Implementation= =Steps= || =Tools,= =Techniques,= =Methods applied= || =Comments= =Discussion= || =Example= =of= =Application= || =Comments= =Discussion= ||
 * =Phase of=
 * Human Performance Technology and Iceberg Models

Analysis || 1.Draw up checklist 2. Visit centres & observe 3. Analyze information || 1. Checklist 2.Observation 3. Analysis

I have added the aspects that I would like to include in the checklist on top. Give me some comments. (Wynand) || Good work Wynand. In checking the issues with the tutors you should be able to check the things that may motivate them to work harder. You need to determine their own efficiency with the technology tools. On the pupils side, you seemed to have omitted the suitability of the technology tools to the pupils themselves. Maybe you should draw up the check list and let me see. This is what I am given you for now (Olubiyi).

Thanks for the feedback Olubiyi, I will work on the checklist and add the next step (step 2) in my next post.(Wynand) ||  ||   || Step 2: Environmental analysis Step 3: Comparative analysis of Steps 1 and 2. || Step 1:Organizational analysis: The tools to be analyzed here are the vision and the mission of NOUN including values, goals and strategies. This is going to be a purely literary analysis form the statement of NOUN. Step 2: Questionnaire would be used to measure the students' feelings as they are the most affected stakeholder.
 * Analysis Phase || Step 1: Organizational analysis

Questionnaires would be given to the academic staff to report on the work environment (resources, tools, human resources policies). The same instrument would be used to measure the workers' knowledge, skill, motivation, expectations and capacity).

The human resources department would be served with questionnaires to analyze the work flow, procedure etc.

The data gathered from the two steps would be used for comparative analysis! (This is how much I can go for now, your comments please). || Olubiyi, good start, but before I give my suggestions I have a question. In your suggested three areas I see you have separate steps for performance and cause analysis. There is no evaluation of success step.

Now my comments, I would suggest that you include a sample questionnaire for the HPT practitioner. By looking at the main problem I observed that the major problem is the non-availability of resources. Will that be addresses in the questionnaires. I also observed that the academic staff are not motivated due to the fact that they struggle with no materials and that management do not want to pay them extra for writing materials. This part I see will be covered under work environment. This is my comments for now. I will send some more comments later. (Wynand)

I did this delibrately. This is how Tiem's model also pictures it if you follow the diagram closely. Since we are at liberty to pick three stages, I think going stage by stage is better off. However, I can have a change if this becomes necessary. Thanks Wynand. I am also thinking in the dimension you are but I dont want to move too forward and end up outting up my thoughts rather than working systematically. I am currently going to work on the questionnaires. I am actually thinking of administering the questionnaire and do proper mini-research which will probably be published. Thanks very much. (Olubiyi).

Dear Wynand,

I am sending you a copy of the questionnaire designed for the academic staff as part of my organizational analysis. The one for teh students would soon be developed. In order to avoid too much waste of time, I have already administered the questionnaire to a cross section of the academic staff. As soon as I have response, I will share the data with you (Olubiyi). ||  ||   || Design of intervention (Design, Development, implementation) || Step 1: Design phase, use results of phase 1 to identify key attributes. Step 2: Develop the tools for the course of action Step 3: Implementation and management of change required. (Wynand) || Three aspects that will be addressed here are design, development and implementation. A systematic approach is vital here, especially to achieve results. In the design phase it is important for the HPT to identify the key attributes of the solution. Communication is important to map out the elements of the solution and the resources that are needed for the design.
 * **Phase 2**

In the development phase HPT practitioner work as team with the staff and develop the tools. Based on the results obtained in phase 1 the course of action is taken. Monitoring and mentoring, cluster system of sharing (notes, worksheets, teaching methods) and motivational talks.

In the implementation phase is about deploying the solution and secondly to manage the change required. An important part here is that the HPT practitioner beliefs that results will improve. (Wynand) || Olubiyi, I am drawing up the checklist at the same time, but I would appreciate some comments. in support of my choice for the manual I looked at the organisational problem and found that the problem lies deeper than expected. The Iceberg Model became handy therefore, because the HPT realized that the problem is bigger than just providing multimedia resources to improve the results. The course of action after the analysis phase are based on the outcome of phase 1. The tools to be developed includes monitoring and mentoring. Cluster system established to share notes, worksheets and motivation towards the learners. A systematic approach was followed to implement the tools. The HPT implemented the tools and managed the change. (Wynand)

Dear Wynand, You are in the right direction and the approach is both systemic and systematic. However, remember to develop the tools that are necessary to do the right analysis so as to avoid bringing in your bias (Olubiyi). ||  ||   || Cause Analysis || Two practical steps are involved here to determine the cause of the gap and this revolves round the organizational and the human resources areas. However, the use of the cause analysis worksheet would be able to give graphical representation of the cause analysis. Step 1 is the assessment of the impact of environmental factors. Step 2: is the assessment of the impact of individual factors. || Through the use of Lewin (1947) forcified analysis methodology for identifying and weighing the relative strength of the factors that contribute to the present level of performance. In using this method, we will arrive at the cause analysis worksheet. The cause analysis worksheet was demonstrated as the questionnaires administered was use as the data through which the cause analysis worksheet was filled. The advantage is that the factors working for and militating against the desired goals would be clearly marked out. This would then help us to see the factors to remove to allow for the increase in performance and what to increase to achieve same (Olubiyi). ||  ||   ||   || Intervention Selection, Design and Development || From the cause analysis worksheet, the job of the HPT professional becomes easier as he can decide which intervention to be selected. From the environmental factors, the non-training interventions that would be selected would be seen and from the human resources factors, the need for training intervention would also be seen if it is necessary.
 * Phase 2
 * Phase 3

The design of the intervention is also seen as the most important. It is usually used designed following the ADDIE model. || The steps to be taken in the design and the development stages would also be listed amd followed in the write-up (Olubiyi). ||  ||   ||   ||