Learn about concept of Human performance technology

History of human performance technology

The field of human performance technology, also referred to as performance improvement, emerged from the fields of educational technology and educational technology in the 1950s and 1960s, and in the post-war period the use of ISD did not consistently produce the desired improvements in organizational performance.

This led to the emergence of human performance technology as a separate field from educational systems design in the late sixties and seventies of the twentieth century when the name of the National Association for Programmed Education; was changed to the International Society for Education and Performance (NSPI) and then changed again to become in 1995 the International Society for Improved Performance (ISPI).

(Cheung, ) Human performance technology has developed as a systematic and systematic approach to address complex types of performance problems and aid in the proper diagnosis and implementation of solutions to bridge performance gaps between individuals.

The origins of human performance technology can be traced back to the work of Thomas Gilbert, Jerry Rumler, Karen Brethwer; Roger Kauvan; Bob Magrud; Donald Tosty, Lloyd Hommie and Joe Harlis, all of whom (Gilbert and Rumler in particular) were pioneers in the field, and any serious investigation of earlier or later quotations of Gilbert and Rumler’s work will reveal Academic hierarchy and professional leaders in the field.

Domain human performance technology

The field of human performance technology, also referred to as performance improvement, emerged from the fields of educational technology and educational technology in the 1950s and 1960s, and in the post-war period the use of ISD did not consistently produce the desired improvements in organizational performance.

performance technology

The International Society for Improvement of Performance defines human performance technology as

A systematic approach to improving productivity and efficiency that uses a combination of techniques and procedures—and a problem-solving strategy—to realize opportunities related to people’s performance; namely the process of selecting, analyzing; designing; developing, implementing and evaluating programs in terms of human behavior and achievement that has the greatest impact on cost effectiveness. It is also a systematic combination of the three core processes of performance analysis and cause analysis, and can be applied to individuals, small groups, and large organizations (IPA, ).

The International Society for Improvement of Performance defines human performance technology as

A systematic approach to improving productivity and efficiency that uses a combination of techniques and procedures—and a problem-solving strategy—to realize opportunities related to people’s performance; namely the process of selecting; analyzing; designing; developing, implementing and evaluating programs in terms of human behavior and achievement that has the greatest impact on cost effectiveness. It is also a systematic combination of the three core processes of performance analysis and cause analysis, and can be applied to individuals; small groups; and large organizations (IPA, ).

The simplest definition of human performance technology is that it is a systematic approach to improving individual and organizational performance (Pershing).

One of the common misconceptions of the word technology is its association with information technology. This word refers to the specialized aspects of human performance. Technology means the application of scientific knowledge for practical purposes, especially industry; The branch of knowledge that deals with engineering or applied sciences.

The International Society for the Improvement of Performance has developed a glossary of terms related to this refinement.

What is meant by human performance technology?

The field of human performance technology, also referred to as performance improvement, emerged from the fields of educational technology and educational technology in the 1950s and 1960s, and in the post-war period the use of ISD did not consistently produce the desired improvements in organizational performance.

performance technology

Also known as human performance improvement (HPI), or human performance appraisal (HPA), is a field of study related to process improvement methodologies such as lean management, six sigma, lean six sigma, organization development; motivation; education technology; human factors; learning; and systems Performance support; knowledge management, and training. It focuses on improving performance at the societal, organizational, process and individual levels.
HPT “uses a wide range of interventions drawn from many other disciplines, including total quality management, process improvement, behavioral psychology, instructional systems design, organizational development, and human resource management” (ISPI, 2007). It emphasizes a careful analysis of requirements at the societal, organizational and individual process level as appropriate to identify the causes of performance gaps, to provide appropriate interventions to improve and maintain performance, and finally to assess results against requirements.

Characteristics of human performance technology

  1. It adopts the assumption that human performance is a project and derives principles from many fields including psychology ; systems theory; engineering and business management.
  2. It is an experimental field that uses observations and experiments to inform decision making.
  3. Focuses on results that lead to measurable and cost-effective changes in performance.
  4.   Are reactive and proactive attitudes that integrate the human performance of:
  •  Reducing or eliminating obstacles to achieving the desired performance (reaction)
  • Preventing barriers to performance (proactive)
  • Improving the quality of the current performance (reactive and proactive).

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