Performance Improvement

through HPT
Setting New Standards in
the European Union

Steven J Kelly, CPT, M.A.

M Mari Novak, CPT, M.A.

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Human Performance Technology

„ Human: Focus on human performance in

the workplace
„ Performance: Behaviors that result in
verifiable accomplishments
„ Technology: Application of scientific and
organized knowledge to solve practical
problems
Stolovitch, 1999

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Organizations as systems…

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“Pit a good employee against a
bad system and the system
will win most every time.”

“Geary Rummler: Training Skills Isn’t Enough.”

Rummler, Geary in Training, 1983, 20 (8), page 75-76

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Levels of Human Action
Ways and Means to Assurance that
External
Meet Objective; to Tactics and Tools
Value-Added
accomplish result work properly
Philosophical Better life

Cultural Social Contract

Policy
(Framework, Fiscal responsibility
guidelines, Performance
organizational Fair trade
structure)
Strategic
x
(plan)
Tactical
x
(steps, tasks, jobs)
Operational
(logistics, resources,
x
skills, timeframe,
etc)

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Levels of Activity…
ORGANIZATION

SYSTEMS

PEOPLE
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Performance Has Two Parts
Activities + Results

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HPT Foundations
„ Systems Theory
„ Behaviorism
„ Communication/Information Theory
„ Management Science
„ Cognitive Science

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Where Human Performance
Technology (HPT) Comes From?
„ Behavioral Psychology
„ Instructional Systems Design
„ Organizational Development
„ Human Resources Development

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When do we get involved…

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Focus
„ Performance of people
„ Results oriented
„ Quantified results
„ Accomplishments
„ Achievement of something worthy

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 a
a
Input
Input miracle
miracle Output
Output
occurs
occurs

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HPT Approach and Toolkit

UNIT ORGANIZATION

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Elements of HPT Models
„ Conditions
Environment/Culture
„ Input
„ Process

Consequences
Conditions
„ Output Input Process Output

„ Consequences
„ Feedback
„ Evaluation
Feedback
„ Environment Evaluation
„ Culture

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Performance Improvement Model
Obtain and Maintain Stakeholder Agreement

Consider Define
institutional Desired
context - Performance Find Root
Select
Causes
Interventions
• mission
• goals
Implement
GAP Why does the
What can be Interventions
• strategies Performance
done to close the
Gap exist?
performance
• culture
gap?
• client and Describe
community Actual
perspectives Performance

Monitor and Evaluate Performance

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 Balance the ROI
FISCAL RESPONSIBILITY

PERFORMANCE

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The real problem is not always visible…

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The Performance Equation

S + K
P = x M
E RB

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 INTEGRATED PERFORMANCE STRATEGY

COMPETENCE W
C
I
O
ABILITY L
M
L
M
Knowledge + Skills
I
I
Performance = x Motivation N
Environmental T
Roadblocks G
M
N
E
E
OPPORTUNITY N
S
T
S
COLLABORATION
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SIMPLE PERFORMANCE PROBLEM

TRAINING INTERVENTION
K S ER M Index Situation % PI %C
Highest
1 10 10 1 10 200 100
Possible
Performance
2 5 5 1 10 100 50% -50%
Problem

3 10 10 1 10 200 Training 100% 100%

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SIMPLE PERFORMANCE PROBLEM

MOTIVATIONAL INTERVENTION
K S ER M Index Situation % PI %C
Highest
1 10 10 1 10 200 100
Possible
Performance
2 10 10 1 5 100 50% -50%
Problem

3 10 10 1 10 200 Motivation 100% 100%

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SIMPLE PERFORMANCE PROBLEM

O.D. INTERVENTION
K S ER M Index Situation % PI %C
Highest
1 10 10 1 10 200 100
Possible
Performance
2 10 10 5 10 40 20% -80%
Problem

3 10 10 1 10 200 Environment 100% 400%

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 Simple versus Complex

Performance Problems

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COMPLEX PERFORMANCE PROBLEM
K S ER M Index Situation % PI %C
Highest
1 10 10 1 10 200 100
Possible
Performance
2 5 5 5 5 10 5% -95%
Problem

3 10 10 5 5 20 Training 10% 100%

4 5 5 5 10 20 Motivation 10% 100%

5 5 5 1 5 50 Environment 25% 400%

6 10 10 1 10 200 Integrated 100% 1900%

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Definition
„ Many attempts
„ Critical attributes:
Î Systemic
Î Systematic
Î Scientifically derived theory
Î Practical experience
Î Open to all means, methods and media
Î Focused on valued achievements

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So What Is the Definition?
„ A systematic set of methods, procedures and strategies
for solving problems/realizing opportunities related to the
performance of people.
„ May be applied to
individuals Πsmall groups Πteams Πlarge organizations.
„ Employs interventions/solutions such as:
information Πcommunication Πorganizational
development Πtraining Πwork/job design Πperformance
management Œ staffing Œ environmental engineering Œ
ergonomics Œ motivation Œ feedback Œ rewards Œ

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Traditional Human Resource
Professional Areas and Skill Sets
Personnel Research
Recruitment, Human Resource
& Information
Selection, Staffing Planning
Systems
Compensation and HUMAN
Career Development
Benefits RESOURCE AREAS
Union/Labor Training & Organization and Job
Relations Development Design
Employee Organization
Safety and Quality
Assistance Development

Performance Improvement

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An HPT Professional juggles…

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 Switch the Focus
Focus on the SOLUTION…
…not on the PROBLEM

Focus on PERFORMANCE…
…not on TRAINING

Training is the RESPONSE,

NOT the issue

The issue is PERFORMANCE

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Stop going around in circles…

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Ends and Means

„ Improving human performance is the goal.

„ Human Performance Technology is the means

for achieving the goal.

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KNO… your performance partner

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