human performance technology - inixindo definition • human performance technology (hpt), also...
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Human Performance TechnologyWHAT IS MISSING FROM ICT IMPLEMENTATION
Prof. Richardus Eko [email protected]
Classical ICT Issues
• ICT fails to bring values to organisation
• The ready software is not being used by users
• Problem of alignment between ICT and business needs
• Performance of ICT is not good enough for the organisation
• Cost of ICT exceeds the perceived benefits
• People, process, and technology are not well integrated
• Complex islands of information systems (silos problems)
• Failure in ICT project development and implementation
• Conflicted stakeholder needs and expectations
• Absence of robust enterprise architecture
The Definition
• Human Performance Technology (HPT), also known as
Human Performance Improvement (HPI), or Human
Performance Assessment (HPA), is a field of study
related to process improvement methodologies such as:
lean management, organization development, motivation,
instructional technology, human factors, learning,
performance support systems, knowledge management,
and training.
• It is focused on improving performance at the societal,
organizational, process, and individual performer levels.
The Definition
• HPT is a systematic approach to improving productivity
and competence.
• It is a set of methods, procedures, and strategies for
solving problems and seizing opportunities related to
the performance of people.
• HPT uses a wide range of interventions that are drawn
from many other disciplines, including total quality
management, process improvement, behavioral
psychology, instructional systems design, organizational
development, and human resources management
HPT Characteristics
• HPT is based on the assumption that human performance is lawful, drawing
principles from numerous fields including psychology, systems theory,
engineering and business management
• HPT is empirical, using observations and experiments to inform decision
making
• HPT is results oriented, producing measureable and cost effective changes in
performance
• HPT is reactive and proactive in situations involving human performance to:
• reduce or eliminate barriers to desired performance (reactive);
• prevent the conditions allowing barriers to performance (proactive); and
• improve the quality of current performance (reactive and proactive)
• HPT uses both systematic and systemic approaches to solving performance
problems
• HPT considers various interventions that will assist in achieving desired goals
(Chyung, 2008) and (Stolovitch and Keeps, 1999)
HPT Principles
Focus
on
Results
Establish
Partnerships
Add
Value
Take
Systems
Viewpoint
Key principles of HPT• Focus on results
• Take systems viewpoint
• Add value
• Establish partnerships
HPT mindset• Systematic process
(Micro analysis)
• Systems approach
(Macro analysis)
HPT Landscape
Source: Addison, 2004, p. 15.
Human Body System
General Checkup Result
1TARGET
PERFORMANCE
2EXISTING
DIAGNOSIS
3RECOMMENDED
TREATMENT
Levels of Performance
Level Performance Unit of Analysis (System) Intervention Tools (Design & Technology)
Work
Environment
Business
Performance
• Business Performance System (Condition,
Input, Process, Output, Feedback, &
Consequence)
• System Variables: Brand Value, Product Or
Service Positioning, Market Strategy, Vision
& Mission, & So On
• Business Design: Vision Design, Innovation
Design, Mergers, & Acquisitions
• Business Technology: Market Opportunity
Analysis, Future Research & Simulation, &
Positioning & Promotion Strategy
WorkplaceOrganization
Performance
• Organization Performance System
(Condition, Input, Process, Output,
Feedback, & Consequence)
• System Variables: Organizational
Structure, Culture, & Ergonomics
• Organization Design: Culture Change,
Workplace Design, & Restructuring
• Organizational Technology: Organizational
Development, Financial Management, &
Communities of Practice
Work ProcessProcess
Performance
• Process Performance System (Condition,
Input, Process, Output, Feedback, &
Consequence)
• System Variables: Communication, Supply
Chain, & Production
• Process Design: Electronic Performance
Support Systems, Reengineering, &
Outsourcing
• Process Technology: Process Mapping,
Knowledge Management, & Financial
Accounting
WorkerHuman
Performance
• Human Performance System (Condition,
Input, Process, Output, Feedback, &
Consequence)
• System Variables: Skills, Knowledge,
Competency, Motivation, & Leadership
• Leadership Design: Mental Model, Capacity
Building, & Incentive System
• Leadership Technology: Training, Job Aid,
Performance Appraisal, Leadership
Development, Career Consulting, & Mentoring
The Four Levels of Performance Framework. Jang, H. Y. (2008). Reconsidering human performance technology [Electronic version]. Performance improvement, 47(6), 29. DOI: 10.1002/pfi.20006.
Organisational Scan
Condition Process Outcomes
Organization Level
Strategy, Structure
Mission, strategy
External business drivers
Functional grouping
Budget/decision authority
Systems
Degree of centralization
Consistency of operations
Flexibility
Organizational Results
Satisfaction of investors
Satisfaction of societal
stakeholders
Measures of success
Goal alignment with mission
People Level
Climate Practices
Company values, individual values
Management/leadership practices
Team norms
Ethics, integrity
Performance Requirements
Skills, knowledge
Job aids/references
Selection
Conference
Motivation, Feedback
Satisfaction of employees
Frequency, timing, form
Rewards and recognition
Expectations
Work Level
Environment, Resources
Physical environment
Tools, materials, information
Support personnel/services
Accessibility of resources
Workload, demands
Methods
Allocation of functions
Processes, procedures
Work flow
Duplication/gaps
Products, Services
Satisfaction of customers
Productivity levels
Standards/criteria
Quality of product delivery
Organizational Scan. Tosti, D., & Jackson, S. D. (1997). The organizational scan. Performance Improvement, 36(10), 22-26.
HPT Implementation
Conduct a Performance
Analysis
Conduct a Cause Analysis
Select and Implement the
Appropriate Intervention(s)
HPT Implementation
HPT Implementation
HPT Implementation
HPT Implementation
HPT Implementation
Interventions Category
• Career Development
• Communications
• Documentation & Standards
• Ergonomics & Human Factors
• Feedback Systems
• Financial Systems
• Human Dev. Systems
• Industrial Engineering
• Information Systems
• Instructional Systems
• Job/Workflow Design
• Labor Relations Systems
• Management Practices
• Measures & Evaluation Systems
• Organizational Anthropology
• Organizational Design/Development
• Quality Improvement
• Resource Systems
• Selection Systems
• Reward/Recognition Systems
Hutchison & Stein:1998
Implementation Lifecycle
Measures Worksheet
THANK YOUQ&A and DISCUSSION
Prof. Richardus Eko [email protected]