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


Development Alert

• Training starting with encouraging an awareness of a policy in assessing performance, the benefits of using information technology and communications

Training

Result


Drive to success and change management Mentor

• Who driveed the change by transferring knowledge.

Knowledge transfer

Result


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]

human performance technology in ict

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