Using PEDATI Model to Design Online Learning with Project Based Learning Approach in the Human Performance Technology Course

Online learning is a form of learning that can answer the times, technological advances and knowledge of learning development in universities. This study uses the R&D method in designing online learning. The online learning design is carried out on human performance technology courses using the PEDATI model combined with a project-based learning approach. The PEDATI model itself has several design steps starting from formulating online learning, mapping material, determining asynchronous or synchronous and designing the selected learning path. Asynchronous learning at PEDATI which consists of, deepening, applying and evaluating with a project-based learning approach that has six steps. The results of the research resulted in an online learning design which consisted of formulating learning outcomes, mapping materials, making asynchronous learning flows combined with project-based learning syntax.

Using Diffusion of Innovations Theory to Modify Library OER Interventions During the COVID-19 Pandemic

The high cost of commercial textbooks has been well documented. To help alleviate the impact of those costs, the Oklahoma State University (OSU) Library identified exploration and support of open educational resources (OER) as a priority in their strategic plan. The OSU Library OER Librarian used human performance technology analysis findings to select and design interventions for inclusion in the library's support of OER. When OSU abruptly switched mid-Spring 2020 to emergency remote teaching in response to the COVID-19 pandemic, the library was faced with the need to modify interventions designed for face-to-face interaction to engage and support faculty instructors in online spaces. This chapter uses diffusions of innovations theory to describe how the library made meaning of and anticipated challenges and to share how the library designed and implemented modified interventions.

Advancing Gender Equity Through Mentoring and Leadership Development

A new president and provost at the University of the Southeast (pseudonym) recognized the high rate of attrition among female and minority faculty and implemented a faculty mentoring and leadership development program to improve gender equity in a large higher education institution in the US. In total, 28 tenured faculty of which 60% were women participated in this 9-month program. The authors designed this program to be an organizational change intervention; hence, a human performance technology framework was used to design and evaluate this mentoring and leadership development program, along with a logic model, and Kirkpatrick's four levels of evaluation. This mixed method study included pre- and post-surveys (T1, n = 26; T2, n = 14) to determine participant satisfaction and knowledge gained and assessed behavior change through participants' interviews (n=18). Outcomes determined that human performance technology, a logic model, and Kirkpatrick's evaluation approach were useful methods to design and assess this program.

The Use of Objectives and Feedback in a Competency-Based Curriculum

The chapter will synthesize concepts of human performance improvement/human performance technology (HPI/HPT) in the development of curricula that are competency-based. HPT-related curriculum elements are traced backwards from impact to input using the W. K. Kellogg foundation logic model to ensure alignment with the goals of the educational program. The use of learning and performance objectives along with timely and corrective feedback will be instrumental in the design and delivery of the competency-based curriculum. The competency-based curriculum is discussed in reference to principles of andragogy and aligned to accepted learning theories. Evaluation of the curriculum or educational program is instrumental to aligning for student success and is discussed in detail.

Advancing Gender Equity Through Mentoring and Leadership Development

A new president and provost at the University of the Southeast (pseudonym) recognized the high rate of attrition among female and minority faculty and implemented a faculty mentoring and leadership development program to improve gender equity in a large higher education institution in the US. In total, 28 tenured faculty of which 60% were women participated in this 9-month program. The authors designed this program to be an organizational change intervention; hence, a human performance technology framework was used to design and evaluate this mentoring and leadership development program, along with a logic model, and Kirkpatrick's four levels of evaluation. This mixed method study included pre- and post-surveys (T1, n = 26; T2, n = 14) to determine participant satisfaction and knowledge gained and assessed behavior change through participants' interviews (n=18). Outcomes determined that human performance technology, a logic model, and Kirkpatrick's evaluation approach were useful methods to design and assess this program.