'Human Performance Technology\r'

'Human Performance engineering (HPT) uses a wide range of discussions that are drawn from more upstart(prenominal) disciplines including, behavioral psychology, instructional systems formulate, organizational development, and valet resources management. It stresses a rigorous analysis of present and desire levels of act, identifies the causes for the performance quip, offers a wide range of interventions with which to rectify performance, guides the change management do work, and appreciates the results.\r\nHuman Performance Technology Process\r\nThe human performance engineering science process begins with a comparison of the present and the desired levels of several(prenominal) and organizational performance to identify the performance gap. A cause analysis is then(prenominal) through to take root what impact the work surround (information, resources, and incentives) and the people (motives, separate capacity, and skills) are having on performance. Solution to pe rformance hassles mess fail when they are selected to treat only overt symptoms rather than underlying causes. When the root causes of a problem are uncovered and eliminated, however, the likelihood of signifi expectant dealtly minify or eliminating problems is greatly enhanced.\r\nOnce the performance gap and the causes have been determined, the appropriate interventions are designed and developed. These may include measurement and feedback systems, new apparatuss and equipment, compensation and last(a) payment systems, selection and placement of employees, and pedagogy and development. The interventions are then implemented and the change process managed.\r\nEvaluation is done after each phase of the process. Initially, formative paygrade assesses the performance analysis, cause analysis, intervention selection and design, and intervention and change phases. Then evaluation focuses on the conterminous response of employees and their ability and testamentingness to do the desired behaviors. The final evaluations are centered on improvement of work outcomes (such(prenominal) as quality, productivity, sales, and customer retention, profitability, and market share) as advantageously as determining return on enthronization for the intervention.\r\nComponents of the Human Performance Technology\r\nOne of the roughly powerful steps a company can take is to establish measurable, observable criteria whereby a effective several(prenominal) can determine if a specific, small task has been done correctly and completely. If individuals have no formal, structured means to evaluate their own performance, supervisors will have no structured, formal means to evaluate an individual performance and provide useful feedback.\r\n knowledge can only address skill deficiencies, that is, the â€Å"cant do” versus â€Å"wont do” behaviors. Nonetheless, training can have a dramatic impact by increasing productivity, diminish unplanned down measure, r educing the learning curve, and reducing empiric learning.\r\nA deficiency that companies must often overtake is the lack of standard operating procedures (SOPs), job aids, and other visual tools that can be used to decrease or mitigate process variations introduced by people.\r\nThe processes, systems, or methods whereby information is conveyed to job incumbents individually and as a group are integral to the total applied science plan. allow for the workforce early and frequent information. Give all ranks of employees plenty of advance information regarding the impend technological changes. Help them to understand †in constitute and simple terms- project objectives. Educate them as to why these technological upgrades are necessary and how they present opportunities for changes in the expression things are done.\r\nLet workers know that con rate of flow with your commitment to applied science upgrades is an equal commitment to employee development. consider them tha t you will provide them with adequate and timely training support.\r\nFinally, set up a structure to proceeds process improvement ideas during the debugging and trial run stages.\r\nA human performance technologist, high levels of human performance is usually accomplished through instructional technology and performance technology. Instructional technology attempts to improve organizational performance through improving the ability of individual to perform. While performance technology attempts to improve organizational performance through improving the work purlieu and the work practices of the organization.\r\nIn todays educational environment, educators use calculating machine applications to perform many rudimentary tasks, such as preparing instructional materials, reporting student progress, and delivering instruction. The objective of around performance technology into a work environment should be to assist the teacher in terminate the tasks. So, human performance techno logy applied to the design of teacher tools, which is an electronic performance support tool for teachers that will help them in their work environment and task performance by recording the occurrences of tasks, such as grading, lesson planning and reporting and the amount of time performing the tasks. But most of the teachers are non proficient in using the latest technology so they revert back to the manual way of doing their tasks. They need enough time to use the new technology because current work responsibilities demanded a great amount of time. However, the perception of more time require to use the technology can be eliminated when teachers bring to pass that the technology is an easier method of performing some of their current work tasks.\r\nMany students have limited main course to technology because some educational institution can non endure to adapt to the latest technology because of limited resources. In some instances technology is provided but students have not yet develop the necessary skills to learn it (e.g. the knob are kindergartens.\r\n'