HPT+book+notes

Chapter 1

Page 6 Definition of HPT as offered by author: Human performance technology is the study and ethical practice of improving productivity in organizations by designing and developing effective interventions that are results-oriented, comprehensive, and systematic.

Pages 7-9 Table 1.1 presents the changing definition of HPT over the past thirty years. In a nutshell, HTP is a field of work which seeks to provide an engineering approach to attaining desired accomplishments from human performers by determining gaps in performance and designing cost-effective and efficient interventions.

Pages 7-14 Elements of the HPT definition Study Examine and evaluate the //how and what// to do; including qualitative and quantitative measures, philosophical analysis, historical investigations, theories, model development and evaluation.

Ethical Practice 1. Add value for the clients, their customers and the global environment. 2. Use validated technology that aligns with accepted practices, research and theory. 3. Work together with clients and be an honest strategic partner 4. Constantly improve one’s expertise in HPT. 5. Remain honest and truthful in representations to clients, colleagues, and others 6. Avoid conflict of interests and ensure customer confidentiality.

Improving Productivity To improve the quality and value of productivity organizations may increase productivity in one of three ways: Increase outputs while holding inputs constant. Outputs held constant while decreasing inputs. Decrease outputs while increasing inputs.

Organizations HPT has shifted the focus from the individual worker to them belonging to a group or unit whose needs are intertwined with those of the organization. The success of the organization rests with those who have the power to lead and change not the powerless worker.

Designing and Developing Design is what the performance should look like and development indicates how to make it that way.

Effective Effective behavior is efficient but efficient behavior may not be effective. To be effective there must be a direct relationship between a performance-improvement initiate and the goals of the organization and done correctly. Interventions Consultant gains entry to the organization, establishes a contract with the client, diagnoses the current functioning of the system, and recommends specific actions to improve performance.

Results-oriented Focused on the end results that must be tangible and measurable, and have positive effects on an organization, which are ethical, legal and morally defensible.

Comprehensive and Systematic Interventions must be complete and solve the entire problem. Systematic reviews seek to assemble all evidence that fits pre-specified criteria in order to address a specific question and aim to minimize bias by using explicit, systematic methods.

Page 15 Figure 1.1 Pershing Performance Improvement Process

From Christina: Chapter 1 Performance pioneers got their start improving training and heavily influenced by BF Skinner Susan Markle collaborated with Skinner, developed teaching machines and instructional materials, leading to design and development of programmed instruction, however Thomas Gilbert and Joe Harless determined that that even well designed instruction fell short of of impacting individual and organizational performance.
 * HPT is the study and ethical practise of improving productivity in organizatiions by designing & developing effective results oriented, comprehensive and systemic interventions.**
 * Disciplined and systematic inquiry is key
 * Includes quantitative, qualitative, philosophical, historical, research, data evaluation
 * Study** to understand and improve HPT interventions, practices, methods to avoid stagnation

Ethical Practice CPT is the credential of ISPI International Society of Performance Improvement code of ethics includes 1-adding value for clients & global environment 2-using validated performance technology standards and practices that align with current info 3-operating honestly & collaborating with partners 4-continuous personal improvement in field of HPT 5-practicing integrity 6-maintaining client confidentiality

Improving Productivity productivity is relationship between inputs processes, outputs, and feedback (Page 11) there are 3 ways to improve productivity: 1-hold inputs constant and increase outputs 2-decrease inputs and hold outs puts constant 3-decrease inputs and increase out puts

HPT is focuses on both systems and individuals "If you put good people in a bad system, the system will dominate" Thomas Gilbert

Design & Development (Page 12) includes completing: Production is translating design specs into interventions and strategies to implement them. Do **NOT** confuse **performance design** with **performance development Performance design = What performance should look like Performance development = How to make it that way**
 * performance analysis
 * specifying objectives
 * identifying characteristics of the population
 * grouping and sequencing objectives
 * specifying characteristics of the interventions
 * executing evaluation process

Strategic alignment means that there is direct and traceable relationship between performance improvement initiatve and the goal of the organization.

Achieve desired results with a minimum of inputs, effective behavior is efficient but may not be effective. Intervention to improve performance is planned, purposeful, to respond to specific needs

Results must be tangible, measurable, create value, and have an overall positive impact as they align with mission, goals, objectives of the organization and solve the whole problem systemically ( Page 13) Performance Improvement model, on page 15, is a process model. //There are often different agendas, and people who regard organizational function /areas with varied levels of importance in function and direction so how does a performance analyst know which needs are important /deserve attention?//