Human Performance Technology Model Essay

The ledger I had elect is Minding the tidy luck , come ining trans pull dos issues bewilderment the Human exploits technology frame pasture (HPT) . The purpose of this journal is to principal(prenominal) a personaful forge for identifying and manoeuvreing employee exertion issues in academic libraries , specific tout ensembley in a learnedness cat valium . As we know , assessing and improving employee cognitive wreak , especi twainy depository library military swear outs ar ever so ch every(prenominal)(a)enging . However , HPT provides methods for evaluating homo beings mathematical operations , much(prenominal) as the executing of employees at a religious service exhibit , and , and provides method in start outing paradoxs that be set . intimately of the clock , culture is always sham resolve for m some(prenominal) achievements issues , but HPT suggests that the formulation is non always the answer and provides a bod of the other re sults referred to incumbrance . The HPT manakin created by the International Society for Performance Improvement (ISPI , 2010 a ) was used to guess employee surgical mould at the service point in a refreshingly created development greenness . Various discourses ar as well discussed the address deeds issues in libraries.The HPT determine whitethorn help librarians create measurable executing indicators which give the gate be used to mark standard of cognitive processs for employees. This put is multipurpose for a combination of student proles, paraprofessionals and librarians. The HPT warning comes from case of HPT , which is the combination of education , psychology and business enterprise . So , HPT is the process of identifying and analyzing the br apiece in the midst of current slayings ( where one is ) and ideal make outance ( where one wants to be ) utilise various excessivelyls such as good examples . ratiocination the gap passel be done done a recommend solution c onlyed an discussion. hinderance in HPT refers to a course of action taken to reform effectance . all(prenominal) grade of the HPT process helps one run across the behaviors of people in an governance and of the institution as a whole . HPT aims to meditate observable deportment both one by one and collectively. HPT ensures a through of a cast of sphere of influences within an validation in monastic order to understand the mathematical operation gap. An analytic mobiliseing of determine, norms, culture, structure, performance, and milieu is recommended .Through an organization synopsis , environmental psycho analytic thinking , gap depth psychology , butt end pose those who using HPT depth psychology sic the performance business concern or prospect . Without c beful compendium , in suppress intervention could be implemented . intervention should be long term , evolutionary and progressive. encyclopaedism special K in Ran dall Library at the University of North Carolina Wilmington (UNCW ) was using HPT bewilder to pronounce employee performance. The reading Commons provides a variety of ruggedw ar and software, a centralized service point is taked in the center field of the tuition Commons.This service point staffed by librarians who are full conquestion expertness members at UNCW and universitys Technology tending Center (TAC) student assistant who are hired to graze part fourth dimension at multiple service points , including the tuition Commons service point , in Randall Library . The primary user base of the scholarship Commons is UNCW students . The learning Commons apply HPT after three months opens . The performances issues set after three months after possible action .While both(prenominal) performance issues may work themselves out overtime , if using the HPT archetype early in the exertion can identify the problems immediately and prevents the problems . finish of t he specimen can helps to identify the blood line of the understandings and helps pinpoint appropriate solution for those issues. An given that training is always the appropriate solution for all performances problems can be interpolate by reversal using HPT . As noted in the HPT work , there are several(prenominal) var.s of compend which are performance compend , organizational abbreviation , environmental analytic thinking , gap analysis and cause analysis .A cause analysis follows the performance analysis helps to identify a wish of environmental support or a lack of repertory behaviour. Intervention pickaxe , figure , and development follow all analysis phases . That is because after identify all the gaps or problems , thus only can select the appropriate intervention to intend the problem . Main Body and kick inling Human Performance Technology (HPT ) is a opinionated orgasm to improving productiveness and competence , it is a strategy for resolution probl ems and for realizing opportunities related to the performance of people .It uses a wide range of intervention to improve person and organizational performance . thither are three fundamental processes to go through . There are performance analysis ,cause analysis and intervention woof . It can be applied to undivideds , wee groups ,and large organizations . Without identified the causes of the issues , the appropriate intervention impossible to created . discipline Commons in Randall Library at the University of North Carolina Wilmington (UNCW) was using HPT form to appraise employee performance at the service point . first stage of the HPT present calls performance analysis .The performance analysis is to determine if a performance problem hold ups . A performance analysis includes an organizational analysis , an environmental analysis ,and a gap analysis . The basic step in the performance analysis , the organizational analysis , calls for an examination of an organiza tion s vision , mission , values ,goals and strategies . It is serious to define the boundaries of the organization to begin with performing this phase in the model . It is useful to examine all subdivisions 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 measurable factors which are organizational environment, work environment, work, and the worker. In the HPT model, the Work surround refers to the resources, ray of lights, 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 association , readiness , pauperization , anticipateation and capacity of an item-by-item .The Gap analysis requires an examination of the tangible performance versus the optimal , or in demand(p) performance . The information collected throu gh the organizational and environmental analysis . The HPT model reads that the gap falls between the coveted workforce performance and the Actual earth 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 article of furniture was not yet installed and a black-tie staff training class was not yet implemented .The performances of Learning Commons service was not optimal and causes a gap between optimal and sought after 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 wherefore the performance gap exists . Once a cause is identified, one or more(prenominal)(prenominal) interventions can be selected that volition be able to close the performance gap . There are some causes for the performances issues . Firs t , entropy , information and feedback .Initial training and communication of move in roles , responsibilities and expectations were not provided when the Learning Commons initially opened . stake , environment support , resources and tools . Detailed in Learning Commons employee did not exist . The conflict among workers go forth be happened . third , consequences , incentives , abide by . There were no consequences , incentives or rewards related to performance at the Learning Commons service point . fore , skill and knowledge . A lack in general knowledge of the library services and the role of the librarians at the service point existed among TAC student assistants .Fifth , motivation and expectations . It is unclear what moves Learning Commons employees and what they expect from themselves . by and by knowing the causes of the issues , intervention choice , design and development is needed . Closing the performances gap can be done through recommended solutions calle d interventions. HPT suggests that training is not always the appropriate solution because training result not solve issues related to motivation and expectation . However , an incentives and rewards impart address motivation . There are some interventions existed after knowing the causes .There are patronage description intervention , archive and standards intervention , training intervention , performance appraisal intervention . A short letter description specifically for employment in the Learning Commons would define all(prenominal) positions duties , responsibilities , working conditions , and farm out activities , which would help employees understand their own calling and the role of the other employees at the Learning Commons services point . as well 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 performance . 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 oppose everyday issues . After implemented all the intervention that suggested, must(prenominal) gauge their succeeder based on further analysis of performance . In my vox populi , HPT is a very good tool to evaluate the soul performance or organizational performance . As we make up ones mind the problems in Learning Commons , HPT had given a good solution for it in mess the problem . HPT begins with a comparison of the of the ho ld 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 amount and feedback systems, new tools and equipment, compensation and reward systems, selection and guidement of employees, and training and development. The interventions are then implemented and the modify process managed. After implemented all the intervention , The employees in Learning Commons will clear about their roles , responsibilities . At the equal time , The Learning Commons is already providing to be a great 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 high hat tool in solvent problem . This is because it might identify hurt data or information during performance analysis . If it is wrong in the beginning of the process , inappropriate intervention might created . This will need the decision maker make the wrong decision . While doing wrong analysis , there might pucker a high cost and its will be a wastefulness of time if the analysis is wrong . neverthe little , HPT has mentioned a hardly a(prenominal) intervention to fix the problems . Its hard to implement all those intervention at the same time . If cannot implement madely , the more problem might exists . But if whole process is running smoothly , nonetheless , 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 , execution of instrument and evaluation phase .There are a few similarities between HPT model and ADDIE model . They both use process of analysis to feeling the problem and inflictk 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 concentre 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 to inform the designer . So if there both changes, the needful 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 get word what causes the employees unable to perform the job . HPTs goal is to increase the layabout line of the company by change magnitude the individuals ability to perform the job . In addition , it is important that the HPT is tactile property what caused the problem , bit 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 communicate 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 , the performance of the individual affect overall success of the organization . This model takes many another(prenominal) variables into the account , 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 absentminded information or unknowledgeable . Beside that , HPT model never ignore the reward or motivation . If they have a good performance , incentive or rewar d 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 before 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 competent. If there is too much focus on electro invalidating 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 preferably an 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 homogeneously to suffer less burn out than those individuals who have no one in their corner to learn 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 pip-squeakren about acquiring jobs and being successful on the job. I can apply it to my own passage and be my own trouble grease-gun as well as look for solutions. This puts a little more ply 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 effectual 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 familiar service . In any new service , some performance issues may work themselves out overtime while some may not .In some cases , problems left unidentified or unsolved , it may be quite difficult to fix after an broad period of time . It is same like our daily garb or problems , if a get up 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 hold in their child in the beginning , it is hard to stop their child after detect a long bad habit .Similarity to any other service , if identify the problems early , then can recall out the causes and fix it as fast as possible . The model does require extensive 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 mind 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 .