Human Performance Technology - Essay Example

Human Performance Technology Introduction Human performance technology refers to a systematic technique of enhancing competence and productivity. Additionally, the approach uses a combination of procedures, and methods and also a strategy for solving problems, to realize opportunities related to the performance of people. Specifically, human performance technology is a process comprising of several aspects such as selection, analysis, design, enhancement, implementation, as well as evaluation of programs. The overall objective of the process is to influence human demeanor and accomplishment in a cost-effective manner. Human performance technology is a systematic amalgamation of three primary processes: cause analysis, performance analysis, and intervention selection (Van Tiem, Moseley & Dessinger, 2012). The purpose of any business is to realize optimum profits in its transactions. However, the people working in an organization are the significant determinants pertaining to the achievement of the organization’s goals. Therefore, it is the role of any business management to put appropriate measures in place so as to orient its staff towards realization of the firm’s objectives. Human performance technology is, consequently, one of the most effective ways via which achievement of optimum production in an organization is possible (Chyung, 2008). Moreover, managerial skills are essential in the application of human performance technology. This condition necessitates the role of training for both administrative and other staff in an organization to result in achievement of the effective skills. For instance, in a business organization, the management is only entitled to provide the employees with the necessary production resources in spite of the organization’s goals. This implies that the major part of the goals’ achievement lies in the hands of the firm’s employees. This analogy dictates the reason as to why an organization’s management should stress optimally in the employees’ competence and productivity (Van Tiem, Moseley & Dessinger, 2012). Additionally, it is a primary obligation of the management to ensure achievement of the firm’s set goals is accomplished via the minimum cost of production. This pre-requisite outlines the outstanding necessity of human performance technology as a system of making the process of objectives’ achievement easier. The efficiency of the employees’ production will depend on the prevailing relationship between them and the management. A healthy and optimistic code of conduct between managerial and working staff implies achievement of optimum competence and production. Several models support intervention efforts and performance analysis in an organization. The following sections outline an overview of four models; their pros and cons; and the potential use of each model. Finally, the paper also portrays a comparison and contrast of the models. ADDIE Model The ADDIE model refers to an approach utilized by instructional designers as well as content developers so as to establish instructional course materials (Van Tiem, Moseley & Dessinger, 2012). The method’s flexibility explains why many instructional designers adopt it as the standard method. ADDIE is an acronym for five phase development program of analysis, design, development, implementation, and evaluation (Morrison, 2010). ADDIE is currently a widely utilized practice especially within the private sector. Additionally, the practice is responsible for compliance training in spite of other learning transactions whose time-sensitivity is low. One of the primary pros of the ADDIE models is flexibility. Its flexibility allows its usage in a wide field of scope in organizations. For instance, the model is compatible with both traditional and individualized instruction. Additionally, the model’s phases are often modified to fit user needs, and its usage can be in companion with other models such as SAM (Successive Application Model) and RAD (Rapid Application Development). However, the most outstanding demerit of this model is that it is a linear methodology for ISD (Instructional system design). Furthermore, ADDIE model is time-consuming and more costly rather than the newer techniques known as agile development (Morrison, 2010). These disadvantages have resulted in innovative approaches that succeed the agile models. The Human Performance Technology (HPT) Model The process of HPT commences with a comparison of the desired and the current levels of organizational and individual performance so as to recognize the achievement gap (Chyung, 2008). Additionally, a cause analysis is then vital to determine the impact the work surrounding (resources, incentives, and information) and the people (individual capacity, skills, and motive) are exhibiting on performance. Afterward, it follows design and development of the appropriate interventions. Implementation of the interventions is further escorted by management of the change process. However, evaluation is a requirement in each phase (formative evaluation) (Chyung, 2008). HPT model is empirical, utilizing experiments and observations for decision-making information (Van Tiem, Moseley & Dessinger, 2012). Additionally, the model is results oriented, yielding cost efficient and measurable alterations in performance. Moreover, HTP model is proactive and reactive in circumstances entailing human performance to: prevent the aspects initiating barriers to performance (dynamic), and eliminate or reduce inhibitors to require the performance (reactive). Finally, HTP model uses both systemic and systematic approaches to solving performance problems. Rapid Application Development (RAD) RAD model is a form of incremental model. In this model, the functions or components are developed simultaneously like mini projects. Additionally, the developments are, timely, boxed, dispatched and finally assembled into an operational prototype. Consequently, the consumer acquires something to see and utilize to offer feedback pertaining to the delivery, as well as their requirements. Advantages of the RAD model include reduced development time; encouragement of consumer feedback; and the occurrence of quick initial reviews. Furthermore, RAD model bears a factor of integration that solves various integration issues. RAD model also facilitates an increase in reusability of components (Allen, 2012). On the other hand, RAD model’s demerits include dependency upon individual performances and a mild team for recognizing business requirements. Nevertheless, RAD is only compatible with systems that are modularizable. Other faults include that RAD requires highly skilled designers besides high dependency on modeling skills. Finally, RAD model is inapplicable to cheap projects since the cost of automated code generation and modeling is very high. RAD is effectively utilized when there is a necessity of creating a system whose modularization is possible in 2-3 months duration (Morrison, 2010). Additionally, RAD matches high availability of developers for modeling besides a satisfactory budget that caters for the associated costs. Finally, RAD model is useful when resources enriched with great business knowledge are present. Successive Approximation Model (SAM) SAM is an Agile instructional system design model whose properties appear better when compared with ADDIE model (Allen, 2012). The model’s excellence is in terms of collaboration, repetition, and efficiency. SAM is more efficient than ADDIE and, therefore, many organizations have realized the need to change their operational systems accordingly. This transformation has a direct link to achievement of optimum competence and production by the profit-making firms. SAM helps in making human force more proficient, valuable, and capable. The final destination of the human power, in this model, is an achievement of the three Ms (memorable, meaningful, and motivational) (Allen, 2012). Additionally, the SAM’s process is iterative, that is, development is done in minute steps accompanied by frequent evaluation (Allen, 2012). SAM also supports collaboration. Projects’ teams collaborate effectively to take merit of the opinions, knowledge, experiences, and ideas of team members. However, indecision and bureaucracy are left out of the entire process. Nonetheless, the process of SAM is capable and efficient besides being manageable. Consequently, this model allows for the projects’ completion on budget and on time with a commodity that the put up quality criteria (Allen, 2012). Comparatively, the successive approximation model emerges to be the best of the four models under discussion. The central element of judgment, on the outstanding accuracy, is the unique properties that this model bears (Chyung, 2008). For instance, an iterative process (SAM) implies high possibility of achieving optimum efficiency in the prevailing transactions. Furthermore, the two models, SAM, and RAD have a unanimous merit of time efficiency. The aspect of time in any organizational event has a direct implication on achievement of the organization’s goals. Therefore, an organization will employ the approach that results in high time efficiency besides operating at low cost of production as possible. This criterion of operation makes the preference of SAM over the other three models (RAD, HTP, and ADDIE). Conclusion Improvement of competence and production is a prior role of any business organization. This position is achievable if the organization’s management employs either of the following models: Human Technology Performance model; Rapid Application Development; ADDIE; and Successive Approximation Model. However, SAM exhibits a more efficiency weight in comparison to the other three models. This nature is ascertained by the fact that the process of SAM is manageable, iterative, time efficient, effective, and efficient. Additionally, these merits validate the use of SAM in both regular and individual organizations. The primary result of these models is achievement of optimum competence and production in an organization. Furthermore, SAM ensures attainment of these goals besides utilization of the minimum cost of production possible. SAM also facilitates timely acquisition of consumers’ feedbacks pertaining to the organization’s services. References Allen, M. (2012). Leaving ADDIE for SAM: An Agile Model for Developing the Best Learning Experiences. Alexandria, VA: ASTD Press. Chyung, S.Y. (2008). Foundations of Instructional and Performance Technology. Amherst, MA: HRD Press. Morrison, G.R. (2010). Designing Effective Instructions. 6th Edition. John Wiley & Sons. Van Tiem, D., Moseley, J. L., & Dessinger, J. C. (2012). Fundamentals of performance improvement: A guide to improving people, process, and performance. 3rd ed. Pfeiffer.  ISBN: 978-1-1180-2524-6 Read More