OSHAcademy Safety Training Network - Human Performance Technology

Human Performance Technology

The Human Performance Technology (HPT) process is a closed-loop, systematic method for examining performance problems and is illustrated in the graphic. The first step begins with determining the mission related goal or goals that the organization desires to change. These goals are defined in terms of desired results.

It is critical that every HPT effort accurately determines the customer’s goal(s), because everything else in the process hinges on it. If the performance improvement effort is defined in terms of the change the organization needs to realize, we can:

Ensure that the goal is important, the problem is worth fixing, and that it truly contributes to the success of the organization. In other words, we know the effort has meaning to the organization and that fixing it is a priority.

Measure accomplishment toward that goal. As we implement solutions we can see if it affected the goal. Do the solutions make a difference?

Define all the performance elements that contribute most directly to the successful attainment of that goal – organizational elements (policy and procedures), process elements (workflow, job design), and people (selection, skills) elements. Then we can focus analysis efforts on those elements that contribute directly to the goal.

Ultimately, tie root causes of the problem to those factors (organizational, process, and people-related) that inhibit performance. It is only when we are successful at tying the root causes of the performance problems to the mission goals that we are able to identify effective solutions to the problems. It is vital that a consistent and effective approach using the Human Performance Technology model be implemented with every project we undertake.

Our validated process will allow departments, working closely with key stakeholders, to analyze the identified organizational goal effectively and efficiently. It will allow us to identify the groups of performers who have the greatest impact on the desired result while capturing opportunities for performance improvement within the work settings. The integrated analysis will:

Examine human performance from a skills, knowledge, and training perspective
Examine motivation and incentive issues
Examine work environment factors from ergonomic design to job and process design
Examine the employee selection, job assignment, and performance evaluation processes

Beginning with a focus on the desired outcome, we will ensure alignment between this outcome and the accomplishments of people that contribute to these goals.

Source: U.S. Navy