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HPT 560 - Human Performance Technology Ann M Jenkins Human Performance Technology Toolkit Improving human performance in systematic and reproducible ways.

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Presentation on theme: "HPT 560 - Human Performance Technology Ann M Jenkins Human Performance Technology Toolkit Improving human performance in systematic and reproducible ways."— Presentation transcript:

1 HPT 560 - Human Performance Technology Ann M Jenkins Human Performance Technology Toolkit Improving human performance in systematic and reproducible ways. People, with their ability to learn, offer the greatest potential for organizational success. Human capital is the key commodity for organizational and even national success. (Stolovitch and Keeps) What is required for effective change is continuity of sincere effort to release and let go of inefficient thought patterns from the past. (Doc Childre and Howard Martin, Freeze-Frame)

2 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Table of Contents 1.Introduction and Overview 3 2.Analysis 1.Performance Analysis 6 2.Analysis Techniques8 3.Non-instructional Interventions: An Overview9 1.Classmates Non-instructional interventions 4.Instructional Interventions: An Overview10 Classmates Instructional Interventions 5.Business and Process of HPT12 6.Future of HPT 13 7.References Top Tab 2 Papers written by classmates or author Information from Internet resources The least you need to know Mini Minute Quick Reads Icon Key Click on icons in the presentation to view more information

3 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Introduction to HPT HPT – What is it? Stolovitch and Keeps describe human performance technology as a relatively new professional field that uses a systematic, project-based approach to help organizations and individuals function more productively in any organization or system. It is an applied field that focuses on maximizing the valued achievements of people in many different settings and results in measurable performance improvement for the organization or individual. There are many different definitions of human performance technology. The International Society for Performance Improvement (ISPI) defines HPT in this way: Human Performance Technology (HPT) uses a wide range of interventions that are drawn from many other disciplines including, behavioral psychology, instructional systems design, organizational development, and human resources management. As such, it stresses a rigorous analysis of present and desired levels of performance, identifies the causes for the performance gap, offers a wide range of interventions with which to improve performance, guides the change management process, and evaluates the results. (ISPI Website)ISPI Performance technology is all about making sure the people side of business works. The people of a business affect the financial side, the technical side, and any other area of a business. Performance technology establishes win-win relationships between organizations and people. It is an integrated systemic process geared towards making systems work, not just specific problems that arise. (Brethower, pg xi, Van Tiem) 3

4 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary The HPT Process Human performance technologists use the HPT Model to accomplish performance improvement in the workplace. This model defines performance and cause analyses, intervention selection and design, implementation and evaluation. Introduction to HPT HPT has been, and continues to be shaped by many theories and fields. These include: 4 What sets human performance technology apart? General Systems Theory Behavioral Psychology Cognitive Sciences Instructional Technology Training Design Organizational Development Human Resources Neuroscience Economics Click to view the HPT Model Key points to remember about Human Performance Technology No single definition can define HPT, there are certain critical attributes that have appeared… No single definition can define HPT, there are certain critical attributes that have appeared… (Ann Jenkins)

5 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Analysis 5 From http://scholar.lib.vt.edu/ejournals/JOTS/Winter-Spring-1999/hotek.html What types of factors influence performance?

6 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Performance Analysis Organizational Analysis There are a number of performance analysis models that can be used to analyze different areas in an organization or system that may be experiencing a performance problem. To successfully improve performance one must look at all the factors of performance. Analysis identifies the organizational performance requirements, or the direction in which the organization wishes to go, its vision, mission, values and goals. (Van Tiem, p 26) 6 Performance analysis is the first step in the HPT model and provides the upfront study of a situation to determine if and when a more detailed analysis is necessary. Performance analysis is what we do immediately, prior to conducting a cause analysis. Performance analysis helps us determine the general nature of the organizational and environmental drivers and barriers related to the performance problem.

7 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Performance Analysis 7 Conducting an Organizational Analysis Quick Analysis (Lisa Kennedy) Language of Work (Allen Wolf) Gilbert’s BEM in action (Ann Jenkins) Learn more about Performance Analysis from my classmates: Dick and Carey (Lisa Kennedy) Excellent Chapter by Allison Rossett on Needs Assessment

8 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Analysis Techniques There are a large number of performance analysis models; how do we know which one to use? Choosing analysis techniques for a specific situation can be difficult and requires knowledge of why we are conducting the analysis. What do we need to learn? Analysis techniques can be linked to specific purposes such as determining the desired and actual states of current performance, organizational goals and strategies or environmental factors such as the work environment, work flow, and worker knowledge, skill, motivation and expectations. The table below is an example of different types of analysis linked to specific purposes that can help you choose to right analysis technique. 8 Learn more about performance analysis. Table 3-2 from Introduction to Performance Analysis, Van Tiem, Moseley and Dessinger (Ann Jenkins) Knowledge / Task Analysis When to conduct a Gap Analysis Cheat Sheet

9 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Non-Instructional Interventions 9 Interventions are deliberate, conscious acts that facilitate a change in performance. (Van Tiem p. 62) There can be potential problems with interventions if performance technologists do not select interventions that work best according to the problem that has been identified. How do practitioners know what type of intervention to recommend? Intervention selectors can be of great assistance to new performance technologists. (Ann Jenkins) Non-instructional interventions by classmates Allen Wolf Strategic Planning Ron Walton Feedback Bill Piersol Org Design Davin Shing Work Design Lisa Kennedy Compensation Systems Diane Holcomb Incentives Elizabeth Hennessey Motivation Ann Jenkins Job Aids

10 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Instructional Interventions 10 Knowledge or instructional interventions include anything that increases organizational and individual knowledge. Instructional performance support is selected when the performance Problem is a lack of knowledge or skill. Types of instructional categories can include action learning, self-directed learning, training, knowledge management, education, interactive distance learning, computer based training, and many others Action Learning uses real world problems to focus on tasks and problems that are critical for performance success. Action, or work-based learning combines direct work with learning. Using a combination of workplace training and education individual’s skills are enhanced for their workplace. Uses Groups of 6 – 30 employees Learners reflect on lessons learned through experience. Learners take action on problems brought to the group. Instruction must use a selection of appropriate problems Focus is on the learning and development of the group The IPT program at Boise State incorporates action learning.

11 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Instructional Interventions 11 The basics behind instructional intervention design include: Dividing the material into learnable pieces. Sequence the material into order that is logical for the learner, not necessarily the designer. Build within the learner an interest in the subject. Organize the objectives of the instruction. Stimulate the learner to build on prior knowledge. Create exercises or activities to allow the learners to explore the topic within a safe environment. Summarize what should have been learned and use these summaries to lead to the next piece of instruction. Offer ideas as to how the learner can apply this new knowledge to their everyday activities. From webconceptsunlimited.com Stolovitch and Keeps offer help when designing instructional interventions. The Training Session Planning Sheet is a model for structuring a learning session.Training Session Planning Sheet Learning with a little help from my friends…. Effective and In-effective Instructional Strategies… Allen Wolf Team-based learning Diane Holcomb Job Analysis Jen Sinclair Kaufman OEM Davin Shing Role Playing Ron Walton OJT Mike Gross RLOs Ann Jenkins Participatory Lecture

12 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Business and Process 12 Allen Wolf Leadership Bill Piersol Consulting Tool Diane Holcomb Demonstrating Worth Elizabeth Hennessey Ethics Elizabeth Hennessey Project Management Thank you to my classmates who shared their papers on business needs of HPT In today’s society and work-world, organizations have to achieve maximum performance to compete globally. There are a number of business factors that are crucial to HPT practitioners and this is becoming more apparent every day. Performance technologists must be business minded decision makers concerned about such business problems as high turnover, maintaining quality, expanding markets, regaining customers and increasing employee productivity. There are a number of skillsets performance technologists need to have to be able to compete in today’s workforce: They must be able to understand business and understand the clients business needs. Know how to communicate and reach decision makers to gain necessary approval, money and resources. Have leadership skills to motivate and inspire employees. Be able to demonstrate their worth and value to the organization they are helping.

13 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Future of HPT Workers have moved to and are deeply entrenched in the age of information – or is that information overload? The workforce has changed drastically – no longer is it a manual-labor driven workforce with defined hierarchical management structures. The workplace and workforce is a different place today; workers have more education and they certainly have higher expectations for both themselves and the companies they work for. The workforce is mobile; it does not tolerate poor working conditions that may have been acceptable even 20 years ago. So how do these changes impact the future of HPT? Knowledge workers must have the ability to constantly make decisions based on the information they have. Nickols (2000) states that we can only help workers in the information age to create better methods and better tools. This is not true. HPTers have the opportunity to affect the bottom line by creating better training and education, analyze systems to get to the root of the problem and help organizations understand that performance issues are not clearly not contained within a particular system. These needs will not change, and if they should, HPT is a flexible field that is based much of the changing needs of organizations and new research. HPTers have the opportunity to extend their services to the global community to help enable professionals engineer performance improvement in their workplace. Management theories and practices my change, but as HPTers, we are not regulated to specific interventions. HPT will adapt and change just as the workforce and world continue to do. We will continue to keep a focus on the clients to analyze and find the causes of gaps to design the solutions that fit the world as it is, whatever the year. 13

14 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Action Learning: Type of learning that builds opportunities for learning around real problems brought to the workplace by employees. Cause Analysis: The process of determining the root cause of past, present and future performance gaps. Ergonomics: The study of how physical laws of nature affect the worker and his environment. Ethics: Defines good and bad standards of conduct. Feedback: Information provided by others designed to help people adjust their behavior, continue successful performance or establish goals. Gap Analysis: Type of analysis that describes the difference between current results and consequences and desired results and consequences. The last step in the performance analysis process. Incentives: Linking pay with a standard for performance. Interventions: Conscious, deliberate, and planned activities designed to improve human performance and solve workplace problems. Job Aids: Used during the performance of a task to facilitate efficiency and effectiveness. Organizational Analysis: Examines the organizational mission, vision, values, goals and strategies Performance Analysis: Identifies and clarifies the problem or performance gap by focusing on three areas: desired performance, actual performance and the gap between the two. Training: Instructional experiences provided by employers to employees. Work Design: A blueprint of job tasks structured to improve organizational efficiency and employee satisfaction. 14

15 Introduction | Performance Analysis | Non-Instructional Intervention | Instructional Intervention | Business of HPT | Future of HPT HPT 560 - Human Performance Technology Ann M Jenkins ReferencesGlossary Classmate Contributions 15 Performance Analysis Lisa Kennedy – Performance Analysis Allen Wolf – The Language of Work Lisa Kennedy – Dick and Carey Non-instructional Interventions Allen Wolf – Strategic Planning Ron Walton – Feedback Bill Piersol – Organizational Design Davin Shing – Work Design Lisa Kennedy – Compensation Systems Diane Holcomb – Incentives Elizebeth Hennessey – Motivational Systems Instructional Interventions Allen Wolf – Team-based training Diane Holcomb – Job Analysis Jen Sinclair – Kaufman’s OEM Davin Shing – Role Playing Ron Walton – OJT Michael Gross – Reusable Learning Objects Business and Process Allen Wolf – Leadership Bill Piersol – Consulting Tool Diane Holcomb – Demonstrating Worth Elizabeth Hennessy – Ethics Elizabeth Hennessy – Project Management Ann Jenkins Contributions Key points of HPT Critical attributes of HPT Gilbert’s BEM in Action Performance Analysis Participatory Lecture Job Aids

16 HPT 560 - Human Performance Technology Ann M Jenkins Questions? Thank you for viewing this presentation. I hope it has been helpful to you to gain a better understanding of the field of Human Performance Technology.

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