What is Human Performance Technology?
Based on what I know so far, HPT practitioners help organizations identify problem areas and generate solutions.
Identifying problem areas
In HPT, the key to finding the root of a performance problem is thorough analysis (O’Driscoll, 2003, p. 38). Mapping out the organization and tasks from a systematic perspective helps HPT professionals pinpoint the cause of unsatisfactory results (Addison & Haig, 2006, pp. 40-43). This type of analysis focuses primarily on gathering factual information while weeding out the opinions and biases of people involved in the organization (Stolovich & Keeps, 2004, pp. 27-30).
Generating solutions
Van Tiem, Moseley, and Dessinger (2012) explain that the ‘technology’ part of HPT means utilizing proven and systematic methods of performance improvement (p. 5). Having grown out of behaviorist research, performance improvement technologies focus on leveraging behavioral psychology to create change (O’Driscoll, 2003, p. 35).
My existing HPT skills
Having worked at one small organization for 12 years, I wholeheartedly agree that one must understand the organizational structure in order to understand how problems occur. Just out of idle curiosity and after bouncing around to different departments, I have unknowingly practiced systematic organizational mapping.
What I hope to gain by studying the practice
As an instructional designer, I feel that practicing HPT will strengthen my professional value. A thoughtful instructional designer should consider whether training is truly the best solution for the client. Using a systematic HPT approach to analysis and suggesting HPT solutions over training when applicable will save clients tons of money and earn their respect.
What I contribute to the conversation
As someone who went to art school and has never worked in the field of education, I came into this program a bit self-conscious about my perspective in comparison to my peers. Throughout the LDT program, I have learned that my pragmatic approach and unique in-the-field experiences are appreciated by my peers.
How I plan to use Human Performance Technology
As a trainer, manager, and lead barista, I have often been tasked to solve performance problems on both miniscule and large scales. I’m looking forward to improving my skills through a systematic approach. Proven methods of performance improvement will be a strong weapon in my instructional design arsenal.
References
Addison, R. M., & Haig, C. (2006). The performance architect’s essential guide to the performance technology landscape. Performance Improvement, 45(10), 38-47.
O’Driscoll, T. (2003). Chronicling the emergence of human performance technology. Performance Improvement, 42(6), 9-22.
Stolovitch, H. D., & Keeps, E. J. (2004). Training ain’t performance. American Society for Training and Development.
Van Tiem, D., Moseley, J. L., & Dessinger, J. C. (2012). Fundamentals of performance improvement: Optimizing results through people, process, and organizations. John Wiley & Sons.
