The solutions for gaps in performance that the human performance technology is addressing

This does not require, however, that HPT be limited only to the workplace. Implementation is about deploying the solution and managing the change required to sustain it. During her career, she has published business and technology-based articles and texts.

Study extends to settings beyond the immediate place of occurrence, if the performance of these other settings is or eventually will be significantly affected by the problem or by its solution. The foundations of the field permit all interventions undertaken by those subscribing to HPT to gather a uniformity of purpose, without sacrificing flexibility see Chapter Two by Coscarelli and Rosenberg.

Corrective measures could include: HPT is open to new ideas and potentially valuable methods or interventions. The final evaluations are centered on improvement of business outcomes such as quality, productivity, sales, customer retention, profitability, and market share as well as determining return on investment for the intervention.

It perceives identified human performance gaps as elements of systems, which in turn interface with other systems. The output is a communication that describes the features, attributes, and elements of a solution and the resources required to actualize it. The effectiveness of each unit depends on how it fits into the whole and the effectiveness of the whole depends on the way each unit functions.

The first presents HPT as a term, exploring the meanings of the words that serve to identify it.

Human performance technology model

This means that they examine any given problem defined as a gap between desired and actual states within the broader context of the subsystem in which it is situated, other interacting subsystems, and, ultimately, the overall system where it occurs.

Be systematic in the design of the solution or specification of the requirements of the solution. These stimulate the organization to generate goals and objectives - its responses to the environment - and internal requirements - what it must do to meet the opportunities and pressures from the external environment.

In the latter case, this generally leads to behavior changes. It implies the application of what is known about human and organizational behavior to enhance accomplishments, economically and effectively, in ways that are valued within the work setting.

HPT has also been applied to social issues such as workplace equity Stolovitch, It can address any human performance, but it is most commonly applied within organizational, work and social improvement settings.

Performance analysis, fundamental to HPT, includes as basic the assessment of costs for alternative means for overcoming performance gaps, including the costs of not overcoming them.

Design is about identifying the key attributes of a solution. It is organized, rigorous, and applied in a methodical manner. For example, to record employee activities work may be observed, questionnaires may be circulated or work samples may be evaluated.

Measuring the results of the intervention to see if the gaps have really been addressed. The word technology also often rings discordant in the ears of human resource professionals, for whom the term conjures up mechanistic images.

Make use of and promote validated practices in performance technology strategies and standards. Research evidence suggests that examination of both provide HPT with more powerful means for influencing human performance.

Human performance technology

Then evaluation focuses on the immediate response of employees and their ability and willingness to do the desired behaviors. What is also noteworthy is that if the stakes are insufficiently high, the performance discrepancy may be left until it becomes economically viable to reduce it.

With the world firmly embarked upon the knowledge era, there is a growing emphasis on human capital and its essential role in contributing to organizational success. HPT is results oriented, producing measureable and cost effective changes in performance Chyung, Although HPT cannot yet pretend to have generated a firm theoretical foundation of its own, the theory and experience based principles that guide it are molded by empirical data that accumulate as a result of documented, systematic practice.

Be systematic in the evaluation of the process and the results. HPT draws from many research bases while generating its own. Cause analysis is about determining why a gap in performance or expectations exists.

Rummler, along with Tom Gilbert, would go on to found Praxis Corporation, a firm focused on improving performance. Some have emphasized process and methods:Human performance technology (HPT), also known as human performance improvement (HPI), or human performance assessment (HPA), is a field of study related to process improvement methodologies such as lean management, Six Sigma, lean Six Sigma, organization development, motivation, instructional technology, human factors.

Building new performance systems will add to performance consulting innovation, yet requires HPT practitioners to harness in-depth knowledge of the customer’s working environment and root cause analysis associated with defined performance gaps. A performance gap occurs if the current performance of a process, work unit or employee is different than the desired performance as reflected in baselines or standards.

Human Performance Technology (HPT) is a field of practice that has evolved largely as a result of the experience, reflection, and conceptualization of professional practitioners striving to improve human performance in the workplace.

Technology, modularization, and project delivery and management—all of which can increase productivity, communication and efficiency—can help fill the gaps created by a smaller workforce.

Some of these tools can also help mitigate risk by replacing onerous and/or dangerous tasks previously performed by workers. Human Performance Technology (HPT), a systematic approach to improving productivity and competence, uses a set of methods and procedures -- and a strategy for solving problems -- for realizing opportunities related to the performance of people.

More specific, it is a process of selection, analysis, design, development, implementation, and.

The solutions for gaps in performance that the human performance technology is addressing
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