Comparing and Contrasting HPT, ADDIE, and Gagne's Models
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This presentation compares and contrasts the HPT model, ADDIE model, and Gagne's model, discussing their steps, usage, alignment with instructional design, and benefits. It explores the characteristics of HPT and provides references for further reading.
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Comparing and contrasting the HPT model against the ADDIE model and Gagne's model.
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The presentation intends to demonstrate the HPT Model, ADDIE model and Gagne’s model. In this study the following aspects are performed: Reviewing steps of model Explanation the outcomes as a result of the analysis Methods to analyze the usage of HPT as deployed. Ways it can get aligned to the idea of instructional design Comparison And contrasting HPT Model against Gagne’s approach and ADDIE Model. 1. Introduction:
The HPT utilizes a broad range of interventions drawn from various disciplines. This is drawn from human resource management, organizational development, instructional system designing and behavioral psychology. HPT is the systematic assimilation of Analysis of performance, Assessing the cause, Selecting the intervention These are applicable to Every individuals, All the small groups, and Various types of large organizations. The HPT actually represents the following: Human Performance Technology 2. HPT and HPT Model:
Assuring the goal is vital Measuring accomplishment towards the goal Defining every performance towards the goal Defining every performance elements Tying primary causes of the issues to the factors 3. Reviewing every step of the model showing what must occur as the analysis progresses across every step:
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It has been focusing on outcomes. It considers a systems view. It has been adding value. 4. Methods to analyze the usage of HPT once deployed:
Turning systematic in order to analyse scopes and needs Getting systematic in the assessment of workplace and work Getting systematic in designing the specification and solution of the requirements of the solution 5. HPT deploys partnerships
Getting systematic in the development of solutions and elements. Getting systematic to deploy the solution Getting systematic in evaluating the results and process
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The HPT Model can get aligned to the instructional design in the following ways: Focusing on results Considering the systematic view Adding value Deploying partnership Being systematic to analyze opportunities and necessities Analyzing workplace and work Analyzing factors limiting performance Designing of specification or solution of the solution requirements Development of solutions and elements Deploying solution Analyzing measures and outcomes 7. HPT Model getting aligned to the idea of instructional design:
At the ADDIE model, every step consists of results that have been feeding to subsequent steps. Analysis Design Development Implementation Evaluation 8. ADDIE Model:
While making a comparison of the two theories, both of them have elements where the instructional design can take benefits. For ADDIE Model there are Offering of defined and step processes This is easy to use and follow. HPT fetches the following Root causes of issue No navigation of processes and steps 8. Comparing HPT Model and Gagne’s approach:
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The ADDIE model can be used as generic guideline HPT can also be included as the elements of ADDIE 9. Contrasting HPT Model and ADDIE approach:
Various levels are found to be including the following: Receive Attention Providing Information to the Learners of Objective Making stimulation to the recalling of prior learning 10. Understanding Gagne’s approach:
Both HPT and Gagne’s approach provides the following: They are useful for the managers They structure the learning process 11. Comparing HPT Model and Gagne’s approach:
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The Nine Levels of Gagne’s learning model provides the following: They provide checklists Every step highlights the format of communication aiding learning process. 12. Contrasting the HPT Model and Gagne’s approach:
HPT is based on some assumptions HPT is empirical HPT is proactive and reactive 13. Characteristics of HPT understood:
The CPT provides four primary practices: Focusing on results Considering systematic view Adding value Working with partnership 14. Implementing HPT Model:
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The HPT model has proved smarter in this study as per various considerations. They are Conceptual Procedural Mathematical 15. Conclusion:
Abaci, S., & Pershing, J. A. (2017). Research and theory as necessary tools for organizational training and performance improvement practitioners.TechTrends,61(1), 19-25. Ali, A., Haq, Z. U., Huma, Z., Shah, I., Zai, Y. M. Y., & Kazmi, S. K. R. (2017). TEACHING MICROSCOPY EFFECTIVELY THROUGH A COMBINED PEYTON’S FOURSTEP APPROACH AND GAGNE’S INSTRUCTIONAL MODEL.Pakistan Armed Forces Medical Journal,67(6), 1030-37. Baker Jr, D. L. (2015).Exploring the use of the human performance improvement model in an academic quality improvement program institution(Doctoral dissertation, Capella University). Barkin, J. R., Chyung, S. Y., & Lemke, M. (2017). Following a 10‐Step Procedure to Evaluate the Administrative Services Qualification Card Program.Performance Improvement,56(8), 6-15. Beach, J., & Wendt, J. (2016). Using Virtual Reality to Help Students with Social Interaction Skills. Journal of the International Association of Special Education, (1). Cheung, L. (2016). Using the ADDIE model of instructional design to teach chest radiograph interpretation.Journal of Biomedical Education,2016. Christensen, B. (2019). Needs Assessment vs Needs Analysis: What's the Diff?. InAnnual Conference. Christensen, B. D. (2018). From Needs Assessment to Needs Analysis.Performance Improvement, 57(7), 36-44. Chung, G., & Kong, G. (2016). Innovation and performance improvement integration.Performance Improvement,55(10), 17-26. Chyung, S. Y. (2015). Foundational concepts for conducting program evaluations.Performance improvement quarterly,27(4), 77-96. 16. Reference:
Clay, J. (2016).Design thinking and performance improvement intervention selection and design: Theory in action(Doctoral dissertation, Capella University). Fowlin, J. M., & Cennamo, K. S. (2017). Approaching knowledge management through the lens of the knowledge life cycle: a case study investigation.TechTrends,61(1), 55-64. Güzeldereli, E. A., Kose, U., & Tüfekci, A. (2017). Human Performance Technology and the Effects on Web- Based Instruction Performance Efficiency. InHandbook of Research on Instructional Systems and Educational Technology(pp. 89-103). IGI Global. Holmes, T. A. (2016). How to Connect Diversity to Performance.Performance Improvement,55(6), 32-38. Kirkpatrick, S. A. (2017). Understanding the Role of Vision, Mission, and Values in the HPT Model. Performance Improvement,56(3), 6-14. Marquez-Ramos, C. Z. (2016).Transfer teacher learning to student outcomes: Using the performance improvement/Human Performance Technology (HPT) model to improve school performance(Doctoral dissertation, Capella University). Morrison, A. S. (2015).Fallacy or reality? ROI evaluation theory versus practice(Doctoral dissertation, Capella University). Nadiyah, R. S., & Faaizah, S. (2015). The development of online project based collaborative learning using ADDIE Model.Procedia-Social and Behavioral Sciences,195, 1803-1812. Nichols Hess, A., & Greer, K. (2016). Designing for engagement: Using the ADDIE model to integrate high- impact practices into an online information literacy course.Communications in information literacy,10(2), 6. Qian, Y., Chen, W., & Shen, I. F. (2016). Action recognition from pose signature in static image.International Journal of Pattern Recognition and Artificial Intelligence,30(03), 1655010. Roberts, K. E. (2016).Human performance technology practice in the small to medium-sized business sector (Doctoral dissertation, Capella University). Stull, S. H., & Freer, K. F. (2019). Perceptions of Performance Improvement Factors in an Emerging Market Environment.Performance Improvement Quarterly,31(4), 327-354. Woo, W. H. (2016). Using Gagne’s instructional model in phlebotomy education.Advances in medical education and practice,7, 511. Zehr, K. (2018).Case Study: Triad Case Management Model Applying Human Performance Technology (Doctoral dissertation, Capella University).
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