Leader's Edge
Seeking to build excellence in the corporate workplace, Human Performance Technology or HPT is a study of technologies and techniques designed to strengthen and realize employee potential. HPT can be applied to individuals, small groups, teams and large organizations by providing methods and procedures for recognizing and solving problems, creating opportunities, improving work/job design, and implementing incentive systems. In order for HPT to be effective, an understanding of the organization's culture is necessary. This includes the organization's mission, identity, policies and procedures, and management practices.
Human Performance Technology is considered a holistic profession. Human Performance Technologists apply a variety of behavioral science models based upon the needs of their corporate client. The following is an excerpt from An Appreciative View of Human Performance Technology (Rosenzweig & Van Tiem, 2007). This life example illustrates how well HPT can work in a corporate environment facing challenges:
A large private company found itself in a negative cycle with revenue losses leading to downsizing and low employee morale. A performance analysis showed concerns such as high overhead costs and maturing products as well as revealing a number of values and strengths of the organization including:
- A wealth of employee talent whose skills were not being utilized.
- Consistently high customer satisfaction ratings.
- Employees valued the relationships they had with and within the company.
Inspired by these strengths, the HPT team sought a solution that would:
- Generate enthusiasm and participation.
- Promote team building and participation.
- Encourage creative thinking.
The HPT team created a team-based idea-generation event called a "Think-a-Thon." A communications campaign and two training programs were designed and a budget for rewarding top ideas was established to build motivation and excitement among the employees. Regular emails themed, "Let the Brain Games Begin!" soon followed promoting the event and encouraging brainstorming sessions. The day of the actual Think-a-Thon, all work stopped until noon and every conference room was equipped with flip charts, brainstorming toys, and snacks. As sessions ended, the teams had one hour to submit their results to the judges who had the task of identifying Most Creative, Most Client-Friendly, Most Cost-Effective, as well as Best-Dressed and Most Spirited.
A follow-up analysis of the event deemed a huge success was conducted. New ideas were presented to clients; relationships were strengthened; project teams were more effective; and team members realized the value of each department's contribution. A total of 167 ideas sprang from the Think-a-Thon with 41assigned to move forward quickly. Other benefits from the event included improved communications between employees and management and a revival of key training programs. (Rosenzweig & Van Tiem, 2007)
As the Human Performance Technology approach has evolved, so has its ability to address the needs of the employee, department, or of the company as a whole. Faced with increasing competition from the international marketplace, corporate culture recognizes that the Human Performance Technologist plays an important role in developing strategies so that the organization can sustain growth and remain globally viable. Individuals who aspire to this role within their organization might be interested in pursuing a graduate level Certificate in Human Performance Technology now being offered online through Corporate College Services. This HPT certificate can either be applied to a specialization within the CCS MBA program or be used as a stand-alone certificate. The certificate is comprised of 3 courses: Introduction to Human Performance Technology, Human Performance Technology Analysis and Intervention, and Human Performance Technology Measurement and Evaluation.
References
Addison, Dr. Robert M., & Johnson, Mark G.(n.d.). Performance architecture.
Retrieved May 17, 2010, from http://www.pignc-ispi.com/articles/cultural/arching.htm
Rosenweig, Jennifer & Van Tiem, Darlene M., (May/June 2007). An appreciative view
of human performance technology. Performance Improvement, 46 (5), 39-40.
doi: 10.1002/pfi.132
