KM2: additional information

Knowledge can be separated into two categories: explicit knowledge (formal knowledge) and tacit knowledge (informal knowledge). Explicit knowledge can” be articulated in language and transmitted among individuals”; tacit knowledge means “personal knowledge rooted in individual experience and involving personal belief, perspective, and values” (Barclay & Murray). In business organizations, tacit knowledge is a key to getting things done and creating new value instead of explicit knowledge, which is “learning organization” emphasizing “internalization of information (through experience and action) and generation of new knowledge through managed interaction” (Barclay & Murray).

Knowledge management (KM) captures categories, customer service skills, institutional style, personality and inventory system. It utilizes technology to solve problems. Karl-Erik Sveiby (2001) separate KM into two tracks: IT-track (management of information) and people-track (management of people). IT-track KM is involved with people in computer and information science major. They treat knowledge as objects which can be identified and handled in information systems. People-Track KM is involved with people in philosophy, psychology, sociology or business/management majors. They focus on “changing and improving human individual skills and behaviors. Knowledge is a process, a complex set of dynamic skills, know-how etc, that is constantly changing” (Sveiby, 2001). The importance of KM is to know how to maximize the ability of an organization’s people for creating new knowledge and how to build conducive environments to share knowledge. Look up leading way, set up by Dr. James Li, for more information.

Learning organization helps people mixed by different technology and skills to know where the business is. It allows people from everywhere entering the information and keeping records in central system. Everyone makes entries to the database and records customer service. The system not only records organization and negotiation terms with the customers, but evaluate the budget. There is always a major cycle in the business function. Within the cycles, we may find several sub-cycles regarding daily basis. Organization people know their responsibility, communication, types of organization (controlling, negotiations, etc.), products and procedures from the KM system. KM is centrally the database issue. Information is connected together, split apart, or combined into larger matrix to be used. Functions can be performed by data, multimedia presentation, and regular communication. Instructional designers need to know the training system of functions and provide manual or CBI tutorials, manual or CBI performance aids, references manuals, checklist, collaboration, and help. The database stores reusable knowledge to support raw materials (information) or combination materials.

References

Barclay, R. & Murray, P. What is knowledge management, Knowledge Praxis . Retrieved from http://www.media-access.com/whatis.html

Sveiby, K. (2001), What is knowledge management. Retrieved from http://sveiby.konverge.com/articles/KnowledgeManagement.html

Knowledge Management

I think the main goal of knowledge management (KM) is to help ‘decision-making”, which is problem solving and strategy making. My simplified process about how knowledge is formed: Data-> Information (contextual data) ->Knowledge (integrate with experience). Since all sorts of knowledge are formed, it needs organized method to use them in right situations at right time. It is like cognitive approach: retrieve the right information from the long-term memory.

Even though this century is called “knowledge era”, the knowledge is dead without using. KM is a dynamic process which involves prompt and easy dissemination and fits users’ needs. I like Figure 1.2. in Serban’s article, “knowledge management processes”, it includes the complete process of KM. Knowledge in not only creating and organizing, but sharing and collaborating. I view tacit knowledge as personal expertise, which is hardest part to deal with. The value of a person to the corporation is “specific skill and tacit knowledge.” I hope rewards can elicit sharing tacit knowledge as like Serban mentioned in the article.

Even though knowledge management is applied into organizations, schools or associations, I picture who useful the process can help personal development. There is so much data and information from classes, internet, commercials and other places. Swarms of data bring frustration because we can not compete with its speed. We often feel like turtles chasing rapid (rabbit) information. If we apply the processes: create, capture, organize, access and use, in our own learning path, we should have more capacity to smartly utilize what we have learned and read. That is, the person who can combine explicit and tacit knowledge well can have better achievements.

Gordon: Attack ISD

I read similar articles attacking ISD before. The main complaint focuses on time consuming and long process. Is the product more important than process? Yes! Gilbert evaluated worthy performance and accomplishment (ISD: the final product) than behavior (ISD: the process) in "Human competence." It is the reason why rapid prototyping is adopted widely in corporation and school settings. Even though quick and dirty prototype does not present the complete contents, it represents the method and skeleton of the final product.

Speed and cost saving are main features customers are looking for. They do not look for "how well and organized the process is", but "how fast the prototype can payback." Getting the right product and saving the cost (including saving time, labors and materials) for customers are key elements to determine successful (instructional) design.

LS vs. IT (class discussion)

From the classroom discussion on Oct 13, 2004, the following is my thought regarding to LS vs. IT. (I found that listening to others’ discussion, individual thought can be formed.)

(Learning) Science vs. (Instructional) Technology

As Dr. Gibbons mentioned Technology focuses on synthetic effort, whereas science is analytic. In addition, science intends to be descriptive, and technology is much prescriptive. I found this concept can imply in Learning Science (LS) and Instructional Technology (IT). IT does not only focus on instruction, but learning theories to achieve better performance. Maybe in the future, LS and IT will have separate domains; however, I think the overlapping fields will always exist because learning and instruction are connected closely.

The discussion reminds me of philosophers like Descartes, Hobbes, etc. They do not intend to separate any fields of learning, but learned broader knowledge to have ability to perceive more knowledge and skills. For example, Descartes was a mathematician and philosopher. Because of cultivating much knowledge, he developed more capability. Similarly, Salsa Barab is very rational to express that he considered himself both an instructional designer and a learning scientist. He increases his realms of learning and career achievements. It is like HPT’s focus on increasing human performance. For helping others to improve their performance, shouldn’t we start thinking “how we carry the best value to our future employers and learners”?

Do you personally identify more with the goals of instructional technology or human performance technology?

Personally, I identify more with the goals of HPT because it is much practical methods and knowledge. It has more expertise to deal with the real world situation. As to IDT, I would consider it as a method to research and develop effective instructional solution. I think the skills of IDT can be utilized in HPT areas if the problem is identified as employee’s instructional problem. However, HPT can apply broadly and train specific skills to foresee problems. It deals with “problem-solving” skills. HPT makes things visualize and prepare IDT students what the work place will be like. In work or educational circumstances, employers are looking for the cheaper, faster and better methods. Sometimes, the program cannot be solved through IDT, but other problems such as ROI. With IDT skills and knowledge, the person can have more flexibility at work.

What distinguishes HPT from IDT?

Here is my thought, correct me if you don't agree.

In AECT 2004 definition of IDT and HPT, IDT is a discrete element within HPT. However, I think in some cases, IDT can be counted as part of the HPT.

The following is my thoughts to distinguish HPT from IDT:

Distinctness	HPT	IDT
Definition	A practice that helps link business strategy and goals, and the capability of the workforce to achieve them through interventions. In some situations, it includes IDT to increase human performance.	IDT is a systematic process that involves the creations of detailed specifications for the development, implementation, evaluation and maintenance of particular set of conditions (Barab, 2004). Reigeluth (1999a) thought IDT is to help people learn better.
Scope	HPT's scope is larger than IDT. HPT focuses on improving performance in the workplace through many different means, including training. However, HPT can be applied in education setting to increase the performance of faculty, students and staff.	IDT can apply in school, independent study or work place when there is a need. Its focuses are in effective instructional methods, strategies and deliverary.
Purpose	To increase the worth (revenue) and PIP. It does not only deal with instructional problems, but evaluate the overall context.	To increase learning effectiveness and efficiency in less budge and time. That is, less input with the best output in learning.
Simple Description of Procedures	1. Analyze 2. Design & Mine 3. Develop, repurpose and reuse 4. Deliver assess 5. Maintain & Retire (Evaluation from 1-5)	1. Analyze 2. Design 3. Develop 4. Implement (Evaluation from 1-5)

The founder of Human Performance Technology

The founder of Human Performance Technology should be Thomas F. Gilbert (1927-1995). He did reserach with B.F. Skinner and started practicing what he learned instead of reseraching. He said he was a behaviorist and employed methods of behaviorism. He did not believe any theory is complete wrong or right so that he adopted eclectic systems.

He separated behavior, performance, accomplishment and worth. He believed we can evaluate them. From my current understanding, I think the most important thing in HPT is to observe the situation and find the worth and PIP (potential for improving performance).

CPT: Certified Performance Technologist (CPT)

The Certified Performance Technologist (CPT) designation shows that you have demonstrated proficiency in the performance improvement profession. It requires a minimum of three years of experience in performance improvement or related fields to apply for the certification. HPT has become a very professional field.

Look at the following link:
http://www.certifiedpt.org/index.cfm?section=WhatisCPT#WhyCertification

Recommended website for HPT

This organization published some good books about HPT.
The website is: http://www.ispi.org/

David Wile's Why Doers Do

David Wile's new factors of performance helps understand what's underneath peroformance. When we separate the performance into external and internal sources, the clear pictures demonstrate. There are som any aspects to consider under HPT scope, including organization systems, incentives, cognitive support, tools, physical environment, skills/knowledge and inherent ability. HPT deals with both tangible and intangible problems to reach better performance.

Rosenberg's Human Performance Tehnology

Personally, I really think this is a dry article with a lot of valuable information. Because it is my first time to know about this area, I don't think I capture enough information from his writing. Therefore, I listed some important points he lists to refresh and strengthen my memory in this topic:

Performance’s characteristics:
1.Performance will never improve by itself, except through proper training, correcting mistakes and conveying the expectation.
2.Once deteriorated, performance becomes increasingly resistant to improvement.
3.Performance will only stay improved if there is continuing support from the performance improvement system.

Human Performance Technology (HPT) is a systematic thinking applied to human resource activities. It identifies problems and becomes a strategic business tool. There are six performance improvement factors:
1.Consequences, incentives, and rewards: provide adequate rewards.
2.Data and information: provide standard, feedback and documentation.
3.Resources, tools, and environment support: provide high-performance environment.
4.Individual capacity: match performance and work.
5.Motives and expectations: know worker’s internal views of themselves and jobs.
6.Skills and knowledge: appropriate education and training.

The performance technology model:
1.Performance analysis: determine the gap between what people are supposed to do and what they currently are able to do.
2.Cause analysis: don’t move too fast.
3.Intervention selection: ??
4.Implementation and change management: build change acceptance attitudes.
5.Evaluation of results: evaluate reaction, learning or capability, transfer and results.