Throughout this course we have considered the role and influence of multiple strategies, tactics and techniques that could or perhaps should be included within an instructional development process. Model components have included such issues as front-end analysis, instructional management, formative evaluation, and planned change.
As a final “larger picture” exercise, this last module focuses upon approaches to change and improvement that can or should be considered when seeking to make a difference in some context. While these are not going to be something new, they are context that are specific: Organizational Development (OD) , Professional Development (PD), and Human Performance Technologies (HPT).
Start with thinking about how people define each of these. There are a few links on the coversheet that help with this. Here are some that may also be helpful:
- PD in the Glossary of Ed Reform
- NYC Schools handbook on Professional Learning.
How does PL differ from PD? - What is Human Performance Technology (HPT)? from the International Society of Performance Improvement.
- Youtube video on HPT
- Organizational Development defined in the Business Dictionary.
When going through the readings for this module, focus on ID in these different context and how context plays a role the practice of the instructional design process and Instructional Systems Design.
This week….
I’ve created a google doc. As you read about OD, PD, and HPT, add your thoughts about each of these to the googledoc. In what ways are they the same or different that ID?
https://docs.google.com/document/d/1-tO-RoCEEDNfhOoKoQiI6pHbTLKHzWFwT0PwBNc4QvM/edit?usp=sharing