Overview of Definitions
In simple terms, HPT refers to the technology involved in helping people to perform more efficiently. According to Stolovitch and Beresford (2012), the primary function of HPT is to “achieve through people, increasingly successful accomplishments, directly tied to organizational goals, that are valued by all stakeholders, including those who perform, their managers, their peers, the organization as a whole, shareholders, customers, regulatory agencies, and even society itself” (Reiser & Dempsey, 2012, p. 135). From a business perspective, HPT “helps quantify and measure performance discrepancies and the cost effectiveness of proposed solutions” (Ellsworth, 2000, p. 4). While these descriptions can provide a better understanding of the purpose and function of HPT, they certainly are not all encompassing. To develop a complete definition of HPT, it is important to consider the processes and principles involved, as well.
The International Society for Performance Improvement (ISPI) defines HPT as “a systematic approach to improving productivity and competence [that] uses a set of methods and procedures—and a strategy for solving problems—for realizing opportunities related to the performance of people” (“ISPI”, 2014, para. 1). The ISPI definition includes references to the methods and procedures involved in HPT as well as its purpose. ISPI’s definition goes on to specify that HPT is “a process of selection, analysis, design, development, implementation, and evaluation of programs to most cost-effectively influence human behavior and accomplishment. It is a systematic combination of three fundamental processes: performance analysis, cause analysis, and intervention selection” that is applicable at a variety of levels from individual employees to large organizations (“ISPI”, 2014, para. 1).
From ISPI’s definition, it is apparent that HPT uses the ADDIE model, which is also used in Instructional System Design (ISD). Unlike ISD, which is used to develop instructional solutions, HPT involves a broader scope focused on the causes and interventions for performance gaps. This allows interventions to be chosen using a systematic approach, often resulting in a combination of instructional and non-instructional strategies.
As one of the largest international organizations devoted to performance improvement, ISPI’s definition of HPT is quite thorough. Because HPT is a process, it is constantly evolving to meet the needs of various organizations, trends, and changes in technology. As with similar fields and processes, the definition of HPT is always open to some interpretation.
Resources:
The International Society for Performance Improvement (ISPI) defines HPT as “a systematic approach to improving productivity and competence [that] uses a set of methods and procedures—and a strategy for solving problems—for realizing opportunities related to the performance of people” (“ISPI”, 2014, para. 1). The ISPI definition includes references to the methods and procedures involved in HPT as well as its purpose. ISPI’s definition goes on to specify that HPT is “a process of selection, analysis, design, development, implementation, and evaluation of programs to most cost-effectively influence human behavior and accomplishment. It is a systematic combination of three fundamental processes: performance analysis, cause analysis, and intervention selection” that is applicable at a variety of levels from individual employees to large organizations (“ISPI”, 2014, para. 1).
From ISPI’s definition, it is apparent that HPT uses the ADDIE model, which is also used in Instructional System Design (ISD). Unlike ISD, which is used to develop instructional solutions, HPT involves a broader scope focused on the causes and interventions for performance gaps. This allows interventions to be chosen using a systematic approach, often resulting in a combination of instructional and non-instructional strategies.
As one of the largest international organizations devoted to performance improvement, ISPI’s definition of HPT is quite thorough. Because HPT is a process, it is constantly evolving to meet the needs of various organizations, trends, and changes in technology. As with similar fields and processes, the definition of HPT is always open to some interpretation.
Resources:
- Ellsworth, J. B. (2000). Training or Performance Improvement?. Military Review, 80(6-), 3-8.
- Stolovitch, H. D. and Beresford, B. (2012). The Development and Evolution of Human Performance Improvement. In Reiser, R A. & Dempsey, J.V. (Eds.), Trends and issues in instructional design and technology (3rd ed.), Boston, MA: Pearson Education.
- “About ISPI.” International Society for Performance Improvement. http://www.ispi.org/content.aspx?id=54. 22 April 2014.