Overview:Human Performance

Technology(HPT)

Roy Knicley, CPT

About Human Performance Technology…

What is It? Why Do You Do It? How Do You Do It?

Common Performance Expressions

Performance Improvement is the goal or benefit of focusing on individual and organizational change and business results.

Performance Consulting is the service or practice of providing advice, leadership, support and direction to the performance improvement process.

Rosenberg (1998)Rosenberg (1998)

Common Performance Expressions, continued

• Performance Technology is the process and tools used to solve human performance problems or to realize performance improvement opportunities.

Rosenberg:

(1998)

Rosenberg:

(1998)

What isHuman Performance Technology?

HPT is a systematic approach to improving

productivity and competence. It is a set

of methods, procedures, and strategies

for solving problems and seizing

opportunities related to the performance

of people.

ISPI: 2001ISPI: 2001

Many factors impact individual performance…to help prescribe the right solution(s), it is important to identify all of those factors that may affect the performance problem or opportunity.

Human Performance Technology Combines 3 Fundamental Processes…

Performance Analysis Cause Analysis Intervention Selection and

Implementation

… To Produce these Outcomes

Analyze observable workplace behavior Link behaviors with related environmental factors Determine the causes of both exemplary and

problem behaviors Design possible solutions called interventions Monitor and measure the results to determine the

effectiveness of the implemented interventions

Fundamental Principles of Human Performance Technology

• Focus on outcomes, results

• Take a system(s) viewpoint

• Add value; focus on the business or organizational purpose

• Establish partnerships; work collaboratively

Why ApplyHuman Performance Technology?

Identify the “real” reasons why people aren’t performing as expected

Match appropriate solutions to performance problems or opportunities

Select solutions that are both practical and cost effective

Human Performance Technologyis Appropriate When ….

You’ve been asked to implement a training solution

You’ve been asked to help with a performance issue

You’ve been asked to help in implementing a change that will have a major impact on a group of performers

Is Human Performance Technology the same as Training Needs Assessment?

Proposed

Training

Program

“The danger in leaping from apparent problem to apparent solution is that large amounts of time and money can be spent in throwing training at a problem that training cannot solve. You need to dig a little deeper. That is why a procedure (like Human Performance Technology) is important to those who actually want to solve problems – rather than just talk about them.”

Robert F. Mager

Components of Rummler’sHuman Performance System

Input Consequences

Feedback Performer

OutputInput Performer Output

Consequences Feedback

Input

Clear or sufficiently recognizable indications of the need to perform

Minimal interference from incompatible or extraneous demands

Necessary resources (budget, personnel, equipment) to perform

Performer

Necessary understanding and skill to perform

Capacity to perform, both physically and emotionally

Willingness to perform (given the incentives available)

Output

Adequate and appropriate criteria (standards) with which to judge successful performance.

Accuracy

Speed

Production

Consequences

Sufficient positive consequences (incentives) to perform

Few, if any, negative consequences (disincentives) to perform

Feedback

Frequent and relevant

feedback as to how

well (or how poorly)

the job is being

performed

How Do You ApplyHuman Performance Technology?

1. Conduct a Performance Analysis.

2. Conduct a Cause Analysis.

3. Select and implement the appropriate intervention(s).

Conducting a Performance Analysis

Understand the performance issue that is being addressed and verify agreement

Collect data on current performance Compare current performance to desired

performance Determine the performance gap

Conducting a Cause Analysis

Identify causes for the performance gap Don’t jump to conclusions! If needed, gather more data

Areas for Cause Analysis

Input Performer Output Consequences Feedback

Intervention

An intervention is an: activity process event or system

designed to correct the problem or change the situation and improve performance.

Selecting and Implementing the Appropriate Intervention(s)

Identify criteria that the intervention(s) must fit such as:CostTimeQuality

Select the interventions(s) that best fit the criteria and improve performance

Propose the intervention(s) to the client and gain commitment to implement

Implement the intervention(s) Evaluate the effectiveness of the intervention(s)

Categories of Performance Interventions

Career Development Communications Documentation &

Standards Ergonomics & Human

Factors Feedback Systems Financial Systems Human Dev. Systems Industrial Engineering Information Systems Instructional Systems

Hutchison & Stein: 1998

Job/Workflow Design Labor Relations

Systems Management Practices Measures & Evaluation

Systems Organizational

Anthropology Organizational

Design/Development Quality Improvement Resource Systems Selection Systems Reward/Recognition

Systems

Let’s apply what we’ve learned about HPT …

CPT Standards of Performance Technology

Focus on results Look at situations

systemically Add value Utilize partnerships &

collaborate

Systematic: Assessment Analysis Design Development Implementation Evaluation

P.S. Closing Thoughts About

Human Performance Technology

Brings a systems approach to diagnosing performance

Recognizes that organizational performance factors have as much impact as individual performance factors

Promotes the brokering of effective solutions