1. Human performance technology is characterized by the four principles given as focus on results, taking a system view, creating value for the individual or organization and establishing partnerships with clients and other professionals. Essentially, HPT begins with the analysis of the desired results and then moves backwards towards determination of behaviors that guide the achievements of such results. Similarly, HPT explores the differences in leadership in terms of the degree of fluency. Just the same way people exhibit different leadership practices in different degree, HPT treats leadership fluency as it would treat any other kind of fluency. As such, HPT is synonymous with the learning performance approach that is primarily influenced by reinforced practice. It does not depend on hypothetical constructs or emotional intelligence to develop leaders.
Software implementation processes depended on project assurance plans that keep the process navigating in the right direction. It involves pre-implementation, implementation and post-implementation phases characterized by different activities and applications. Activities such as business analysis, system selection and due diligence characterize the pre-implementation stage. In this case, the business goals are analyzed in depth and the system selection identifies the correct software to solve the problem.
A performance practitioner practicing HPT will derive immense capabilities as compared to software development life cycles. HPT focuses on the people performance on the job. It examines the way in which an individual performance affects the overall performance of the organization. Unlike software, development life cycle, HPT humanizes the workplace and takes into accounts the variables that affect the functionality of employees. It recognizes that the effectiveness of employees leads to the effective and success of the organization in delivery of services. An HPT model extends its knowledge to non-practitioners and allows them to realize what the practitioners are doing in terms of evaluation of performance. Technologists have an advantage in that they facilitate lifelong learning or successful internalization of information without evaluation. Thus, software development practitioners would provide intensive instructions to the internal employees without evaluating if they are doing better. Therefore, HPT practitioners impart the element of feedback to learners to test success and competence.
2. ADDIE is the most popular ISD approach and comprises of the following features; Analyze, Design, Develop, Implement, and Evaluate. Each of these phases is characterized by activities in the form of tangible deliverables. The output of one phase forms the inputs of the next.
ADDIE is similar to SDLC since it includes the evaluation and assessment of the content in the model. However if, differs because while SDLC includes the evaluation of technology, ADDIE does the evaluation of technology supporting the learning. Most ADDIE models include the analysis phase where the needs for creating the training are assessed, training content designed and developed.
SDLC contain six basic steps that build and accesses the system including analysis, design, code generation, testing release and support. These phases aid in gathering of requirements that are used for web-based training such as databases, interfaces, and the needed support.
ADDIE model is beneficial to a practitioner working on software projects because it imparts the power on its hands to identify what can be changed for the betterment of the organization. A successful employee brings more success to the company because it creates competency than working without such models. ADDIE provide brainstorming methods of how to start and end projects and has the benefit of reducing cost, saving time and providing effective learning for future projects. However, the model has its disadvantages. The model is too systematic and just as the analysis section is vigorous, the whole process can be overwhelming as adding more information in each design phase confuses users.
3.The review of a learning management system is founded on a number of factors. Among the basic include customer perspective, financial dimensions, internal and learning perspective. In order to review the FLP system these factors are considered in the balanced scorecard to deliver an appropriate response. A team comprising of instructional technologists and selected faculty members is put together to review the current system. This review studies student’s satisfaction, the accessibility of the system, the available technical support and training for technical stuff. The last factor provides immense knowledge on the level of preparedness for the shift to the new system, and whether the transition will be successful or not.
The evaluation of the system is carried out through formal and no-formal mechanisms. Structured questionnaires can be formulated and distributed to the concerned parties to quest the usefulness of the current system. Interviews could also be conducted regarding the financial implications of the current and the new system and how the shift will impact the cost.
4.Though the shift to LMS is beneficial in that it formal and informal learning through web 2.0 technologies that allow interactive contributions, the security concerns are pronounced. There is heightened risks and security concerns as a result of seamless integration between the system and the users. The use of native content “as is” pose the risk of compromised data, which might not, be up to the required standards. Although it makes it easy to achieve agile learning by sharing knowledge learners and experts, compromised and unwarranted knowledge passed to numerous users might affect the integrity of such information and negatively affect the learning process.
References
Ralph Stair, G. R. (2011). Principles of information systems. . Cengage Learning.
Wu, Y. (2012). Software Engineering and Knowledge Engineering:. Springer.
