Human Performance Technology Model Essay Example for Free

Human slaying Technology poseur EssayThe journal I had chosen is Minding the hoo-hah , identifying accomplishments issues utilize the Human Performances Technology specimen (HPT) . The mathematical function of this journal is to main a practiceful model for identifying and addressing employee surgical procedure issues in academic libraries , specific eachy in a instruction parking lot . As we know , assessing and improving employee work , especi eachy depository library go are always challenging . However , HPT provides methods for evaluating human capital punishments , such as the capital punishment of employees at a aid point , and , and provides method in kettle of fish problems that are determine . Most of the sequence , instruct is always assumed upshot for mevery makeances issues , but HPT suggests that the didactics is not always the answer and provides a contour of the other(a) solutions referred to intercession . The HPT model maked by the Int ernational Society for Performance Improvement (ISPI , 2010 a ) was used to pass judgment employee feat at the service point in a newly created discipline greens . Various interventions are also discussed the address performances issues in libraries.The HPT model may booster librarians create measurable performance indicators which open fire be used to set standard of performances for employees. This model is utilizable for a combination of savant ploughers, paraprofessionals and librarians. The HPT model comes from field of HPT , which is the combination of education , psychology and business . So , HPT is the serve of identifying and analyzing the gap between current performances ( where iodin is ) and ideal performance ( where matchless wants to be ) using miscellaneous tools such as models .Closing the gap fagful be done finished a propose solution called an intervention. Intervention in HPT refers to a course of action taken to improve performance . each(preno minal) stage of the HPT growth helps one understand the behaviors of people in an government and of the validation as a whole . HPT aims to analyze observable behaviour both someonely and collectively. HPT ensures a through of a variety of areas within an arrangement in order to understand the performance gap. An bug outline of value, norms, culture, structure, performance, and environment is recommended .Through an constitution abbreviation , environmental epitome , gap psycho analytic thinking , crapper causa those who using HPT depth psychology model the performance problem or opportunity . Without careful analysis , inappropriate intervention could be use . Intervention should be immense term , evolutionary and progressive. Learning Commons in Randall Library at the University of North Carolina Wilmington (UNCW ) was using HPT model to evaluate employee performance. The Learning Commons provides a variety of hardware and software, a centralized service point is i ncluded in the middle of the Learning Commons.This service point staffed by librarians who are full time faculty members at UNCW and universitys Technology Assistance Center (TAC) student assistant who are hired to work part time at multiple service points , including the Learning Commons service point , in Randall Library . The primary user group of the Learning Commons is UNCW students . The learning Commons applied HPT after three months opens . The performances issues identified after three months after initiation .While some performance issues may work themselves out overtime , if using the HPT model premature in the operation can identify the problems immediately and prevents the problems . Application of the model can helps to identify the calm down of the causes and helps pinpoint appropriate solution for those issues. An assumption that training is always the appropriate solution for all performances problems can be corrected using HPT . As noted in the HPT model , ther e are some(prenominal) word forms of analysis which are performance analysis , organizational analysis , environmental analysis , gap analysis and cause analysis .A cause analysis follows the performance analysis helps to identify a drop of environmental support or a lack of repertory behaviour. Intervention selection , visualize , and reading follow all analysis phases . That is because after identify all the gaps or problems , then only can select the appropriate intervention to fix the problem . Main Body and Discussion Human Performance Technology (HPT ) is a systematic approach to improving productivity and competence , it is a strategy for firmness of purpose problems and for realizing opportunities related to the performance of people .It uses a wide range of intervention to improve individual and organizational performance . in that respect are three fundamental processes to go through . in that location are performance analysis ,cause analysis and intervention selec tion . It can be applied to individuals , small groups ,and large organizations . Without identified the causes of the issues , the appropriate intervention out(predicate) to created . Learning Commons in Randall Library at the University of North Carolina Wilmington (UNCW) was using HPT model to evaluate employee performance at the service point . First stage of the HPT model calls performance analysis .The performance analysis is to determine if a performance problem exists . A performance analysis includes an organizational analysis , an environmental analysis ,and a gap analysis . The first step in the performance analysis , the organizational analysis , calls for an examination of an organization s vision , mission , values ,goals and strategies . It is important to define the boundaries of the organization in the first place performing this phase in the model . It is useful to dissect all departments or offices that closely related to the specific area under examination.The next component of HPT model is environmental analysis . The environmental analysis examines four important factors which are organizational environment, work environment, work, and the worker. In the HPT model, the Work Environment refers to the resources, tools, human resources, and policies of an organization, or in this case, of the Learning Commons. Work is described as work flow, procedure, responsibilities, and ergonomics. Worker refers to the knowledge , skill , motivation , dribbleation and capacity of an individual .The Gap analysis requires an examination of the actual performance versus the optimal , or desired performance . The information collected through the organizational and environmental analysis . The HPT model provides that the gap falls between the Desired workforce performance and the Actual state of workforce performance. It is important to identify the gaps , then analyze the causes of those gap happens. In Learning Commons , there has a temporary service desk was constructed , new furniture was not soon enough installed and a formal staff training program was not yet implemented .The performances of Learning Commons service was not optimal and causes a gap between optimal and desired performances . Next is causes analysis . As the HPT model suggests , after the performances gap was identified ,the cause analysis should be completed . The cause analysis can determine why the performance gap exists . Once a cause is identified, one or to a greater extent interventions can be selected that pass on be able to close the performance gap . There are some causes for the performances issues . First , data , information and feedback .Initial training and communication of crown procedures , responsibilities and expectations were not provided when the Learning Commons initially opened . Second , environment support , resources and tools . Detailed in Learning Commons employee did not exist . The conflict among workers will be happened . Thi rd , consequences , incentives , reward . There were no consequences , incentives or rewards related to performance at the Learning Commons service point . frontward , skill and knowledge . A deficiency in general knowledge of the library function and the role of the librarians at the service point existed among TAC student assistants .Fifth , motivation and expectations . It is un recognise what motivates Learning Commons employees and what they expect from themselves . After knowing the causes of the issues , intervention selection , design and give risement is needed . Closing the performances gap can be done through recommended solutions called interventions. HPT suggests that training is not always the appropriate solution because training will not solve issues related to motivation and expectation . However , an incentives and rewards will address motivation . There are some interventions existed after knowing the causes .There are rent out description intervention , inst rument and standards intervention , training intervention , performance appraisal intervention . A billet description specifically for employment in the Learning Commons would define each positions duties , responsibilities , working conditions , and assembly line activities , which would help employees understand their own job and the role of the other employees at the Learning Commons services point . Besides that , to remedy problems related to lack of information for job duties and procedures , the recommendation is a documents and standards intervention .The standard operating procedures(SOP) manual would include the job description , expectations , policies , guidelines , and procedures for each position at the service desk . Training intervention is training librarians and TAC students . Training employees would provide expectations for each employee . Performance appraisal intervention show staff that there will be consequences for poor performance and rewards for good per formance . On the other hand , feedback should be encouraged in Learning Commons . Positive feedback should be provided and given from all the employees .Negative feedback is also important to correct everyday issues . After implemented all the intervention that suggested, mustiness evaluate their success based on further analysis of performance . In my opinion , HPT is a very good tool to evaluate the individual performance or organizational performance . As we interpret the problems in Learning Commons , HPT had given a good solution for it in fixing the problem . HPT begins with a comparison of the of the present and the desired levels of individual and organizational performance to identify the performance gap.Once the performance gap and the causes have been determined, the appropriate interventions are designed and developed. These may include step and feedback systems, new tools and equipment, compensation and reward systems, selection and placement of employees, and train ing and development. The interventions are then implemented and the substitute process managed. After implemented all the intervention , The employees in Learning Commons will clear about their roles , responsibilities . At the resembling time , The Learning Commons is already providing to be a nifty resource at UNCW .HPT model must be applied cyclically and systematically over time to evaluate employee performance . However , I do not agree that HPT is always the best tool in solve problem . This is because it might identify wrong data or information during performance analysis . If it is wrong in the beginning of the process , inappropriate intervention might created . This will make the end maker make the wrong decision . While doing wrong analysis , there might slip in a high cost and its will be a waste of time if the analysis is wrong .Moreover , HPT has mentioned a few intervention to fix the problems . Its hard to implement all those intervention at the same time . If cannot implement successfully , the more than(prenominal) problem might exists . barely if whole process is running smoothly , nonethe little , HPT is a very tool in solving problem . I had compared two models which are HPT model and ADDIE model . The ADDIE model is a systematic instructional design model consisting of five phase which are analysis , design , development ,implementation and evaluation phase .There are a few similarities between HPT model and ADDIE model . They both use process of analysis to wait on the problem and seek for the solution as well . However , they have a key different between the model . The ADDIE model addresses the gaps between desired outcomes or behaviours and the audiences existing knowledge and skills. The ADDIE models mainly condense on the individual needs and then design and develop objectives and processes help the individual . Evaluation and implementation do not just happened at the end of the design and development .They are ongoing t o inform the designer . So if there any changes, the necessary solution can be made quickly . The HPT model is different because it more focus on the causes of performance gap . The success of the organization is depend on its employees . HPT will look what causes the employees unable to perform the job . HPTs goal is to increase the bottom line of the company by increasing the individuals ability to perform the job . In addition , it is important that the HPT is look what caused the problem ,while the ADDIE model looks at solving the problem exists .HPT model design seem to also behaviourist approach because the focus is more changing individual behaviour . The HPT model will look at evaluation of the problem and how it was address long after the process . The HPT model has its own advantages . In my view , because HPT model is focused on how the people perform on the job . In my opinion , the workers or the people of the organization is the assets for its organization . So , th e performance of the individual affect overall success of the organization . This model takes many variables into the cover , that there will affect performance .It humanizes the work place because the individuals are allowed to address their problems. At the same time , it may be necessary to provide training course if the individual unable to perform the work is because of lacking information or unknowledgeable . Beside that , HPT model never ignore the reward or motivation . If they have a good performance , incentive or reward will be given to motivate the employees . Every model has its own disadvantages as well , disadvantage I see is how the technologist ensures lifelong working and the successful using the collected information.Because they wait a while in the lead evaluating. It would seem to me that the worker would want to know immediately if they are doing better so that changes can be made more quickly. Feedback is so important to workers feeling successful and compet ent. If there is too much focus on negative feedback, it may have a negative impact on the individual. Where as in the ADDIE model, the workers deficiencies or the causes problems are not the major focus, and you get feedback at various stages instead than only at the end of the process.If I were a human resource professional in any area , I would use HPT model . As I was also a worker before , I see that would be beneficial for all the subordinates or primary worker . If workers feel supported, theyll do better than if theyre not supported. It provides a guide to helping individuals be successful in their work. I think someone who feels successful and competent in their work is more likely to suffer less burn out than those individuals who have no one in their corner to mentor or help them solve whatever issue is keeping them from doing their best on the job.I might also use HPT when talking to friends or baby birdren about getting jobs and being successful on the job. I can con fine it to my own career and be my own trouble shooter as well as look for solutions. This puts a little more power over what I do in my hands because at least I would know that I can change me to help the organization do its job better too. On the other hand , as I mentioned employees are a part of assets of the organization . I think it is the responsibility of the human resource department to choose an appropriate system of performance appraisal .Effective appraisal system motivate the employees all the time rather than joining training . Conclusion In conclusion, HPT model has been described as the systematic and systemic identification and removal of barriers to individual and organizational performance. Nonetheless ,HPT model is an effective tool for uncovering performance issues . The model can be applied to any area in the library where employees must perform and is not limited to humans service . In any new service , some performance issues may work themselves out overtim e while some may not .In some cases , problems left unidentified or unsolved , it may be quite difficult to fix after an extended period of time . It is same like our daily habit or problems , if a parent identified that a child is beginning to pick up a bad habit , it is certainly easier to change the childs behaviour when the parent first notices their childs behaviour . If the parents did not take action to embarrass their child in the beginning , it is hard to stop their child after maintain a long bad habit .Similarity to any other service , if identify the problems early , then can find out the causes and fix it as fast as possible . The model does require immense analysis . Without this analysis , a full picture cannot be taken , assumption will be made , and issues or problems cannot be identified . Optimal employee performance is critical in any organization . From the journal , Learning Commons in UNCW is using human performance technology (HPT ) . It is a library . With libraries needing to demonstrate their value and provide assessment data and administration .The HPT model serves as one more useful tool for libraries to accomplish this . I had read a journal , which is about ADDIE model and I had also compared both ADDIE and HPT model . I found that there have many similarities . But when I go deeper for the journal , I found that there is a big differences . ADDIE model focus more on training building program , while in HPT model , training is only one of the tool . HPT model is not only useful in organization , but also useful for every individual . If did not find out the causes properly , a appropriate solution is impossible to created .