MTS DOMAIN 3D

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Author:
fishphinfan
ID:
159775
Filename:
MTS DOMAIN 3D
Updated:
2012-06-25 20:48:28
Tags:
MASTER TRAINING SPECIALIST DOMAIN 3D
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Description:
HUMAN PERFORMANCE
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  1. DESCRIBE  THE FOUR QUADRANTS OF THE "HUMAN PERFORMANCE SYSTEM MODEL" (HPSM)
    • QUADRANT I- DEFINE REQUIREMENTS (WHAT IS THE PROBLEM)
    • QUADRANT II- DEFINE SOLUTIONS (FIND A FIX OR SOLUTION)
    • QUADRANT III- DEVELOP COMPONENTS (FIX IT)
    • QUADRANT IV- EXECUTE AND MEASURE (CHECK IT OUT)
  2. IN QUADRANT I OF THE HPSM WHO MUST VALIDATE ALL INDIVIDUAL UNIT AND GROUP JOB/TASK?
    FLEET COMMANDERS-IN-CHIEF OR ILE PROJECT MANAGER
  3. DESCRIBE THE NAVY'S NEW LEARNING MODEL THAT INTEGRATES TECHNOLOGY AND HUMAN PERFOMANCE REQUIREMENTS INTO A COMPLETE PACKAGE
    • ILE
    • THE SYSTEM PROVIDES THE INFRASTRUCTURE FOR ENHANCING HUMAN PERFORMANCE
  4. WHO PERFORMS MOST OF THE FUNCTIONS IN QUADRANT II AND COORDINATES THE ACTIVITIES OF QUADRANT III IN THE HUMAN PERFORMANCE SYSTEM MODEL (HPSM)
    CONTENT SPONSORS
  5. DISCUSS THE FUNDAMENTALS OF THE SCIENCE OF LEARNING
    UNDERSTAND HOW INDIVIDUAL LEARN
  6. DESCRIBE THE FOUR MAJOR METHODS OF LEARNING IN THE NAVY LEARNING MODEL
    • REFERENCE- PRIMARLY READING
    • COMPUTER- INTERACTS WITH COMPUTER
    • COLLABORATIVE- TEACH AND GUIDE EACH OTHER
    • INSTRUCTOR LEAD- INTERACTS WITH INSTRUCTOR
  7. DEFINE CHANGE MANAGEMENT
    • CHANGE MANAGMENT- STRUCTURAL APPROACH TO CHANGE IN TEAMS, ORGANZATION, AND SOCIETY.
  8. DEFINE COMPETENCIES
    COMPETENCIES- KNOWLEDGE AND SKILLS REQUIRED TO DO A JOB
  9. DEFINE EXECUTIVE REVIEW OF NAVY TRAINING (ERNT)
    EXECUTIVE REVIEW OF NAVY TRAINING (ERNT)- A BOARD TO DEVELOP STRATEGIES FOR IMPROVING NAVY TRAINING
  10. DEFINE PERFORMANCE GAP
    PERFORMANCE GAP- GAP IN PERFORMANCE NOW AND WHERE YOU NEED TO BE AT THE END OF COURSE
  11. DEFINE INTERVENTION OPPORTUNITIES
    INTERVENTION OPPORTUNITIES- RESOLUTION TO FIT THE NEED (BRIDGES PERFORMANCE GAP)
  12. KNOWLEDGE, SKILLS, ABILITIES, AND TASKS (KSAT)
    KNOWLEGE, SKILLS, ABILITIES, AND TASKS (KSAT)- DIRECTED TOWARDS A SPECIFIC FUNCTION
  13. DEFINE MEASURE OF EFFECTIVENESS
    MEASURE OF EFFECTIVENESS (MOE)- KNOWLEDGE, HOW MUCH YOU KNOW. REPRESENTS THE CUSTOMERS VIEW
  14. DEFINE MEASURE OF PERFORMANCE
    MEASURE OF PERFORMANCE (MOP)- PERFORMANCE, HOW WELL YOU CAN FUNCTION. THE CORRESPONDING VIEW OF THE ENGINEER
  15. DICUSS THE HUMAN PERFORMANCE IMPROVEMENT PROCESS
    IT IS A RESULTS- BASED SYSTEMATIC APPROACH TO IDENTIFYING, ACCESSING, AND RESOLVING PERFORMANCE ISSUES. *WHAT NEEDS TO BE DONE AND HOW TO DO IT*
  16. EXPLAIN THE ROLES AND RESPONSIBILITIES OF THE CONTRACTING OFFICER; CONTRACTING OFFICERS REPRESENTATIVE; TECHNICAL POINTS OF CONTACT; ILE CONTENT SPONSOR; ILE PROJECT MANAGER AND THE ILE CONTENT DEVELOPER.
    • ¬†CONTRACTING OFFICER- TO ENTER ADMINISTER, AND OR TERMINATE CONTRACTS
    • CONTRACTING OFFICER REPRESENTATIVE- THE AUTHORITY THAT IS DELEGATED BE THE CO
    • TECHNICAL POINTS OF CONTACT- PROVIDES TECHINCAL DIRECTORY AND MONITORS CONTRACTOR PROGRESS AND PERFORMANCE
    • ILE CONTENT SPONSOR- THE APPROVAL AUTHORITY OF THE ILE CONTENT AND INSTRUCTOR METHODS
    • ILE PROJECT MANAGER- DEVELOP AND MAINTAIN ILE CONTENT
    • ILE CONTENT DEVELOPER- DEVELOP AND MAINTAIN SPECIALIZED ILE CONTENT

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