Human performance technology refers to the science and art that aims at improving the well-being of people, organization, performance, processes and consequently society at large. Notably, human performance categorically aims at enhancing employees performance when they are executing their duties. Performance technology majorly focuses on employing methods, procedures, and strategies alienated on improving place of work, employees and the work itself in an organization. In a general term, performance improvement is a systematic and efficient process that connects business, business objectives, and strategies with the employees responsible for accomplishing set goals (Susan, 2012). Human performance is very relevant to this project. This is because performance improvement uses the art of analytical process and methods which establishes the bases for selecting appropriate methods and to implement intervention solutions to existing problems. The process is also meaningful to this project because it requires the art of intuitions, creativity, and firm decisions to solve interconnectedness complexities and challenges that hinder the achievement of the goals in an organization. The concept of human performance is also critical in inspiring and assisting workers in understanding and improving performance challenges as well as the underlying cause to achieve exemplary success in the workplace.
Performance Improvement/HPT Model is a systematic diagnostic and a strategic tool used to enhance workplace performance by employing thoughtful approaches, quality communication, project management, organizational development and reliable evidence-based approach. HPT model incorporates three vital components which are responsive, adaptable, accountability, and integrity. Adaptable a concept used to address diverse challenges which can be improved by adjusting elements that are not functioning well in an institution. In this context adjustment can be used for selection, design and initial development of the project. In regards to responsive, the model emphases that performance improvement issue may be used as an opportunity for the management to use the concepts of feasibility and well as sustainability to improve on areas performing poorly. HPT Model regarding accountability is founded on results, values, systemic and partnership. Results are oriented at clarifying the expected outcomes of the success. Complex as well as interconnectedness, requires the project to be inclusive and acknowledge diverse relation approaches to achieve success. This involves working cordially with stakeholders and participants using better strategies to enhance and improve workplace performance.
Change management refers to a systematic process where the employees and organization proactively plan and strategize to initiate and adapt to change. The essence of change transition is essential to move a team from its current state to a better and desired form. Change management regarding performance improvement incorporates enhancing the employee's performance, work, and organizational workplace. Change management requires effective communication, appropriate shared values, objective anticipated outcomes and relentless effort to transform the organization to the desired state (Susan, 2012). However, change can lead to radical and gradual implications. Drastic or rather transformational changes could attract resistance from the employees due to fear of unknown of what the change could cause. It's highly recommendable to adopt incremental change which is often accepted and supported by workers more efficiently. Change management requires sufficient support from stakeholders in terms of executive leadership, community supporters and other parties that may directly affected by change.
Performance analysis is a designed and systematic process employed to identify organization performance requirement and compare them with their relevant goals and capabilities. Performing analysis involves engaging all stakeholders in defining and accomplishing their objectives, initiating meaningful perspective on a challenge or opportunity, evaluating the drive and problems towards successful performance and proposing a solution to the challenge based on what is known. Performance analysis is guided by two fundamental concepts which include; focus on analysis, directions, and drivers. During performance improvement, stakeholders have to seek guidance and crucial perspective that organization can put in place to enhance their mission, strategies, and goals that will mainly impact positively towards organizational performance (Susan, 2012). Management is also required to evaluate information regarding performance improvement by establishing factors hindering corporate success. Focus analysis of performance improvement majorly target at assessing desired and anticipated performance state, actual performance state, the gap existing between the desires and actual performance and causes of the difference between actual and desired performance state.
Gap analyses essentially identify and evaluate opportunity types of performance improvement that exist within an organization and to pave the way for a systematic review and intervention course. Conducting a performance gap analysis entail using a valuable approach for identifying the current state and of an organization and the anticipated state of the organizational performance. When performing the gap analysis, one strictly observes a vital sequence. First, identification and analyze of actual and expected desires, establishing the gap existing between actual and anticipated performance state, giving priorities to existing gaps and analyzing the difference found (Susan, 2012). The current performance of the organization is evaluated, and all the loopholes inhibiting efficient performance identified and sealed. Sealing challenges facilitating progressive achievement of organization goals is critical in setting the bar for the management to realize and achieve the set desired performance. To identify gaps, specific approaches such as collecting and analyzing information through data collection and observation techniques can be used. Moreover, important. Tools such as interviews and survey are crucial in brainstorming and generating ideas to evaluate on what causing the differences between actual and desired performance.
Performance support tools avail essential information to the employees in their bid to perform their work efficiently and favorable without necessary having particular training or memory dependency. Performance support tool is vital in guiding enhance and improve organizational performance. The supportive device is paramount important especially when employees require immediate assistance to have their work done especially on infrequently and irregular kind of jobs (Van & Moseley, & Designers, 2012). Performance support toll could take the form of flowcharts, worksheet, tables, and virtual realities to offer direction of the action required to improve performance. A task in an organization is identified and relevant design, analytical skills, creativity, knowledge and appropriate solving skill to enhance the design and the ultimate performance improvement.
The concepts of human performance technology have vital application in the project. Notably, a comprehensive project requires a motivated team which uses credible and reliable data to arrive at a conclusive juncture. This report has heavily emphasized on a different method of gaining information such as collection of data using observation, group discussion, survey, an interview (Susan, 2012). The report has also vested on the importance of evaluating, brainstorming, analyzing and interpreting data found in a presentable manner. Some of the parameters of this project require fundamental information to establish specific recommendations, and therefore the concept of HPT has been of great assistance. Moreover, there are essential skills and thought that have been depicted in this report that is relevant to this project. For instance, the concept of analyzing information critically, solving-problem and creativity are integral constituents that are important for a successful project.
Susan M. Pavelek. (2012). Using Human Performance Technology (HPT) to Select Projects That Yield Results. Texas: Internal Consultant.
Van Tiem, D., Moseley, J. L., & Dessinger, J. C. (2012). Fundamentals of performance improvement: Optimizing results through people, process, and organizations. John Wiley & Sons.
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