Human Performance Technology (HPT)

Human Performance Technology

Human Performance Technology (HPT) has come to acquire many definitions:

“HPT as a field focuses on maximizing the valued achievements of people within work settings.”

“A set of methods and processes for solving problems or realizing opportunities related to the performance of people. It may be applied to individuals, small groups, or large organizations.” (NSPI, 1990)

“The systematic process of identifying opportunities of performance improvement (PI), setting performance standards, identifying PI strategies, performing cost/benefit analysis, selecting PI strategies, ensuring integration with existing systems, evaluating the effectiveness of PI strategies, and monitoring PI strategies.” (Benefit & Tate, 1990)

“The purpose of HPT: to increase human capital, which can be defined as the product of time and opportunity…” (Gilbert, 1996)

“…the process of selection, analysis, design, development, implementation, and evaluation of programs to most cost effectively influence human behavior and accomplishment.” (Harless, 1986)

“…a fundamental commitment to the identification of organizational performance problems and the development of the most appropriate solutions.” (Dick & Wagner, 1995)

“…an engineering approach to attaining desired accomplishment from human performers by determining gaps in performance and designing cost-effective and efficient interventions.” (Harless, 1995)

LT 7150 Class PPT: Analysis of Performance & Instructional Systems

In short, HPT can be viewed as the toolbox that holds the tools needed to address organizational performance problems. While there are many approaches to HPT, at it’s core it is a diagnosis and prescriptive tool that, when used effectively, increases accomplishment among performers in the organization.

Many individuals and organizations have developed models of HPT to describe their approach to the process through which performance improvement occurs. The ultimate goals of HPT is to identify the performance gap, find the root cause of the performance problem, identify and implement and appropriate intervention, and evaluate whether the intervention was successful in improving performance.

Reference

Shoffner, M.B. (2018). Analysis of performance & instructional systems [PowerPoint Presentation]. Retrieved

from iCollege.

Google Sites

Report abuse