Accident investigation and risk assessment have for decades focused on the human factor, particularly 'human error'. Countless books and papers have been written about how to identify, classify, ...eliminate, prevent and compensate for it. This bias towards the study of performance failures, leads to a neglect of normal or 'error-free' performance and the assumption that as failures and successes have different origins there is little to be gained from studying them together. Erik Hollnagel believes this assumption is false and that safety cannot be attained only by eliminating risks and failures.
Digital technologies are having a profound impact on sport business, opening up new opportunities to generate income and value. This book explores the phenomenon of digitization in sport management, ...with a particular focus on business models and how they are being transformed in this new digital era. The book explains how business models describe and underpin contemporary sport business, and how flexibility is the key to unlocking value in an era of rapid technological change. It presents case studies of the impact of digitization on sport organizations, in both amateur and professional contexts, including cutting-edge topics such as the business of football, sponsorship communication, athlete engagement, micropayments and wearable devices. The final chapter summarizes current knowledge on digital business models and looks ahead at possible future directions for sport business in the digital era. This is fascinating reading for any advanced student, researcher or practitioner working in sport management who wants to better understand the challenges and opportunities presented by digital technology for the sport industry.
Resilience engineering has consistently argued that safety is more than the absence of failures. Since the first book was published in 2006, several book chapters and papers have demonstrated the ...advantage in going behind 'human error' and beyond the failure concept, just as a number of serious accidents have accentuated the need for it. But there has not yet been a comprehensive method for doing so; the Functional Resonance Analysis Method (FRAM) fulfils that need.
A substantial body of literature has highlighted many factors that impede faculty change, the most common of which are a lack of training, time, and incentives. However, there may be other ...barriers--unacknowledged and unexamined barriers--that might prove to be equally important. In particular, the tensions between a scientist's professional identity and the call for faculty pedagogical change are rarely, if ever, raised as a key impediment to widespread biology education reform. In this article, the authors propose that scientists' professional identities--how they view themselves and their work in the context of their discipline and how they define their professional status--may be an invisible and underappreciated barrier to undergraduate science teaching reform, one that is not often discussed, because very few educators reflect upon their professional identity and the factors that influence it. The authors' primary goal in this article is to raise the following question: Will addressing training, time, and incentives be sufficient to achieve widespread pedagogical change in undergraduate biology education, or will modifying their professional identity also be necessary?
Performance appraisal is an activity conducted by groups or individuals in a company with the aim of evaluating employee performance based on specific indicators. The purpose of this evaluation is to ...determine the level of employee performance, provide fair job opportunities, and enhance employee motivation and performance. The objective of this research is to review the literature that employs the Systematic Literature Review (SLR) method, while considering several aspects such as previous research on employee performance appraisal and human performance technology. Initially, the search was limited to 450 journals. Then, a review and further screening were conducted, resulting in 161 remaining journals using inclusion and exclusion criteria, yielding 17 journals that met the requirements. This research was conducted over several years to assess employee performance. Therefore, this systematic literature review is carried out to identify the methods used for employee performance appraisal and mentions that optimization algorithms and fuzzy comprehensive methods are used as evaluation methods to assess performance appraisal methods.
The new edition of the bestselling guide on creating and using key performance indicators offers significant new and revised content Key Performance Indicators (KPIs) help define and measure the ...organizational goals which are fundamental to an organization s current and future success. Having solid KPIs is crucial for companies that are implementing performance management systems, such as balanced scorecards, six sigma, or activity-based management. In many organizations, KPIs are often too numerous, randomly assembled, and overly complex essentially rendering them ineffectual, or at worse, counterproductive. Key Performance Indicators provides a model for simplifying the complex areas of KPIs while helping organizations avoid common mistakes and hazards. Now in its fourth edition, this bestselling guide has been extensively revised and updated to incorporate practical lessons drawn from major implementations. Fresh content includes a more concise KPI methodology with clear implementation guidance, original insights on how other areas of performance management can be corrected, and new in-depth case studies. A revised starter kit is included to identify critical success factors, and the KPI resource kit contains updated worksheets, workshop programs, and questionnaires. Helping readers to better define and measure progress toward goals, this important guide: Dispels the myths of performance measurement and explains a simple, yet powerful KPI methodology Explains the 12-step model for developing and using KPIs with guidelines Helps readers brainstorm performance measures, sell KPI projects to the Board and senior management, and accurately report performance Features the KPI Project Leaders Corner which provides readers with essential information and useful exercises Includes an array of practical tools templates, checklists, performance measures and a companion website (www.davidparmenter.com) Key Performance Indicators: Developing, Implementing, and Using Winning KPIs, 4th Edition is important resource for C-suite executives, senior management, project teams, external project facilitators, and team coordinators involved in all aspects of performance management systems.
Theory at both the micro and macro level predicts that investments in superior human capital generate better firm-level performance. However, human capital takes time and money to develop or acquire, ...which potentially offsets its positive benefits. Indeed, extant tests appear equivocal regarding its impact. To clarify what is known, we meta-analyzed effects drawn from 66 studies of the human capital-firm performance relationship and investigated 3 moderators suggested by resource-based theory. We found that human capital relates strongly to performance, especially when the human capital in question is not readily tradable in labor markets and when researchers use operational performance measures that are not subject to profit appropriation. Our results suggest that managers should invest in programs that increase and retain firm-specific human capital.
The
P
urdue
R
epository for Online
T
eaching
a
nd
L
earning (PoRTAL) was developed as an Open Educational Resource (OER) for graduate students and faculty in higher education settings to enhance ...their online teaching skills and strategies. The PoRTAL team used a design-based research approach (DBR; Wang & Hannafin,
Educational Technology Research and Development, 53
(4), 5–23,
2005
). In this study context, we used Van Tiem et al.’s (
2012
) model to identify problems faced by instructors who struggled with or were new to online teaching from a Human Performance Technology (HPT) standpoint. To address the identified needs, we created resources for online teaching and embedded our research within practical activities to further study our design process. Our efforts resulted in an HPT-OER Model for Designing Digital Repositories. The purpose of this paper is to share the DBR process that we used to develop an OER repository within an HPT model.
This case study using collaborative autoethnographic methods explores the experiences of two K12 practitioners as they implemented, and continue to implement, human performance improvement (HPI) in ...their professional practice. The connection between HPI and instructional design and technology is well documented, but there is not much empirical work examining how the HPI process is utilized in K12 organizations. Using practitioner reflections and semi-structured interviews, our team identified three themes that categorized practitioners’ experiences: 1. How practitioners conduct HPI, 2. The outcomes of HPI, and 3. Why one should use HPI. Differences between the two practitioners were also discussed. Overall, we concluded that there is a definitive place for HPI in a K12 setting as it can result in meaningful organizational change, save time when diagnosing problems, and empower educators. We conclude with the realization that not all practitioners will be able to adopt this approach within their organizations seamlessly.
Motivate, engage, and achieve lasting success with more effective performance management Managing Business Performance offers a unique blueprint for achieving organisational excellence through ...improved productivity, efficiency, engagement, and morale. With a unique approach that acknowledges the human aspect of performance management, this book combines technical and social know-how to give you a solid framework for designing, configuring, and managing performance improvement initiatives with sustainable results. You'll find practical models, techniques, and tools that take you beyond management theory into advice that you can use, with clear explanations that steer you toward the customisations that would best suit your organisation. International case studies illustrate these ideas in action, providing an intimate look at how cultural differences impact management strategies, and insight into how they can be managed. Organisational performance tools and techniques are well established, but many organisations will never realise their full benefit. This book helps you get more out of your performance strategy by showing you how the organisation's complex social nature impacts real-world outcomes, and how it can be used to drive better performance. * Blend technical and social management strategies * Keep people motivated and engaged * See better results with more staying power * Get the very best from your organisation Performance management strategies that fail to take people into account are counterproductive. There's no better way to de-motivate, demoralise, and disengage the people upon whom the organisation depends. Sustainable success requires a blended approach that utilizes the most effective science within the art of people management, and Managing Business Performance gives you a solid foundation for better business performance strategy.
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