What Is Human Performance Technology?
HPT focuses on outcomes. Focusing on outcomes, that is results, allows for questioning, confirming, and reconfirming that people share the same vision and goals, the job procedures support productivity, efficiency, and quality, and that people have the knowledge, skills, and motivation they require.
Outcomes or results of an intervention will be measured to determine whether or not performance has improved. HPT takes a systems view. Taking a systems view is vital, because organizations are very complex systems that affect the performance of the individuals that work within them.
A process contains inputs and outputs with feedback loops. A system implies an interconnected complex of functionally related components. 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 environment includes inputs, but, more importantly, it includes pressures, expectations, constraints, and consequences. This is an assessment that clients will be asked to make. Clients should Introduction to human performance technology offered a process that will help them fully understand the implications of their choices, set appropriate measures, identify barriers and tradeoffs, and take control.
Alignment of individual performance to intermediate and business outcomes is critical to the HPT methodology. Performance improvement professionals work in partnership with clients and other specialists.
A collaborative effort involves relevant stakeholders in the decision-making process and involves working with specialists in their areas of expertise.
Be systematic in the assessment of the need or opportunity. Analysis occurs in the beginning of the project. Needs or opportunity analysis is about examining the current situation at any level or levels society, organizational, process, or work group to identify the external and internal pressures affecting it.
This process will determine the deficiencies or performance gaps that are to be remedied. The output is a statement describing the current state, the projected future state, and the rationale or business case for action or non-action.
Be systematic in the analysis of the work and workplace to identify the cause or factors that limit performance. Cause analysis is about determining why a gap in performance or expectations exists. Some causes are obvious such as new hires lack the required skills to do the expected task.
This step in the systematic process will determine what should be addressed to improve performance. The output is a statement of why performance is not happening or will not happen without some intervention. Be systematic in the design of the solution or specification of the requirements of the solution.
Design is about identifying the key attributes of a solution. The output is a communication that describes the features, attributes, and elements of a solution and the resources required to actualize it.
Be systematic in the development of all or some of the solution and its elements. Development is about the creation of some or all of the elements of the solution. It can be done by an individual or a team. The output is a product, process, system, or technology. Examples include training, performance support tools, a new or re-engineered process, the redesign of a workspace, or a change in compensation or benefits.
Be systematic in the implementation of the solution. Implementation is about deploying the solution and managing the change required to sustain it.
The outputs are changes in or adoption of the behaviors that are believed to produce the anticipated results or benefits. This standard is about helping clients adopt new behaviors or use new or different tools.
Be systematic in the evaluation of the process and the results.
Evaluation is about measuring the efficiency and effectiveness of what was done, how it was done, and the degree to which the solution produced the desired results so that the cost incurred and the benefits gained can be compared.
This standard is about identifying and acting on opportunities throughout the systematic process to identify measures and capture data that will help identify needs, adoption, and results.
A cause analysis is then done to determine what impact the work environment information, resources, and incentives and the people motives, individual capacity, and skills are having on performance.Motion capture (sometimes referred as mo-cap or mocap, for short) is the process of recording the movement of objects or people.
It is used in military, entertainment, sports, medical applications, and for validation of computer vision and robotics. In filmmaking and video game development, it refers to recording actions of human actors, and using that information to animate digital character.
Human Resource Management Chapter 1: Introduction to Human Introduction to Human Resource Management. Growing impact of globalization and technology; human capital; Improving the job performance of each person; 5. Hampton Roads International Society for Performance Improvement has a mission to develop and promote the awareness and application of Human Performance Technology in the Hampton Roads area.
-A solid introduction to the ideas of human performance technology, which should be a core part of any HR function. lausannecongress2018.com is the largest online community for human resources professionals featuring articles, news, webcasts, events, white papers, discussion forums, templates, forms, best practices, and more.
Alaska. If you would like to bring a PATC seminar to your facility please call () or use this form. Tell me more about PATC Training Options. Introduction According to Pravin (), Human Performance technology (HPT) is a field that is gradually gaining in status and value. Currently, it has a full-fledged management theory with many practical implications.