Performance Improvement

through HPT
Setting New Standards in
the European Union

Steven J Kelly, CPT, M.A.

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Human Performance Technology

„ Human: Focus on human performance in

the workplace
„ Performance: Behaviors that result in
verifiable accomplishments
„ Technology: Application of scientific and
organized knowledge to solve practical
problems
Stolovitch, 1999

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“Pit a good employee against a
bad system and the system
will win most every time.”

“Geary Rummler: Training Skills Isn’t Enough.”

Rummler, Geary in Training, 1983, 20 (8), page 75-76

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Where Human Performance
Technology (HPT) Comes From?
„ Behavioral Psychology
„ Instructional Systems Design
„ Organizational Development
„ Human Resources Development

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HPT Foundations
„ Systems Theory
„ Behaviorism
„ Communication/Information Theory
„ Management Science
„ Cognitive Science

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Focus
„ Performance of people
„ Results oriented
„ Quantified results
„ Accomplishments
„ Achievement of something worthy

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Performance Has Two Parts
Activities + Results

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Definition
„ Many attempts
„ Critical attributes:
Î Systemic
Î Systematic
Î Scientifically derived theory
Î Practical experience
Î Open to all means, methods and media
Î Focused on valued achievements

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So What Is the Definition?
„ A systematic set of methods, procedures and strategies
for solving problems/realizing opportunities related to the
performance of people.
„ May be applied to
individuals Πsmall groups Πteams Πlarge organizations.
„ Employs interventions/solutions such as:
information Πcommunication Πorganizational
development Πtraining Πwork/job design Πperformance
management Œ staffing Œ environmental engineering Œ
ergonomics Œ motivation Œ feedback Œ rewards Œ

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Ends and Means

„ Improving human performance is the goal.

„ Human Performance Technology is the
means for achieving the goal.

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Elements of HPT Models
„ Conditions
Environment/Culture
„ Input
„ Process

Consequences
Conditions
„ Output Input Process Output

„ Consequences
„ Feedback
„ Evaluation
Feedback
„ Environment Evaluation
„ Culture

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Alignment
Organization Workplace
Process Work
Individual Worker

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A Total Performance System

CONDITIONS

INPUT PROCESS OUTCOMES RECEIVERS

PERFORMANCE Value
FEEDBACK
FEEDBACK

D. Tosti

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The 4 Principles of
Performance Consulting
„Focus on Outcomes/Results
(start with the end in mind)
„Think systemic
(take a systems point of view)
„Add value
(focus on the business)
„Establish partnerships
(work collaborative)
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What Roles
Do HP Technologists Play?
„ Instructor-facilitator „ Client liaison
„ Program designer „ Performance analyst
„ Training materials „ Impact evaluator
developer „ Performance
„ Training administrator Consultant
„ Evaluator
Robinson and Robinson,
Performance Consulting, 1995

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Performance Consultant:
The Job
„ Form and grow partnerships with clients. 20%
„ Complete performance analysis. 40%
„ Manage multiple performance change
projects. 30%
„ Manage impact of performance change
projects. 10%

Dana G. and James C. Robinson, 1999

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What Does
An HP Technologist /Consultant Do?
„ Assess Needs or Opportunities
„ Identifies Causes
„ Designs Solutions
„ Develops Solutions
„ Implements Solutions
„ Evaluates the Results

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So How Do I Get Started?
„ Move from training to performance

„ Align yourself to your business

„ Develop a network and partners

„ Join ISPI

z www.ispi.org

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Where Can You Find
More About HPT?
„ Van Tiem, D., Mosley, J. L., and Dessinger, J.C.
Fundamentals of Human Performance
Technology

„ Mager, R. F. and Pipe, P.

Analyzing Performance Problems

„ Rummler, G. and Brache, A.

Improving Performance

„ Gilbert, T.
Human Competence

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Join the professionals!
„Visit „ Lots to see and do:
conference and
www.ispi.org program schedules,
a bookstore,
employment
opportunities,
success stories,
discussion groups,
membership
information and so
much more.

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KNO

International Society for Performance Improvement

1400 Spring Street, Suite 260
Silver Spring, MD 20910
Phone: 301.587.8570 Fax: 301.587.8573
E-mail: info@ispi.org

KNO Slovensko, s.r.o. Visit our website at www.kno.sk