Human Performance Technology Model Research Articles

Perspectives on systematic capacity building in pharmaceutical regulation for regulators of medical products.

Having a robust, integrated regulatory system is important for ensuring the availability of safe and efficacious medical products of good quality and for protecting public health. However, less than 30% of countries globally have reached the required regulatory maturity level three, with low- and middle-income countries facing challenges in attracting and retaining qualified staff. World Health Organization (WHO) advocates for systematic workforce development, including competency-based education, to address these gaps. We provide perspectives on a systematic approach to capacity building of medicine regulators based on the experience and lessons learnt in developing and piloting the WHO global competency framework for medicine regulators through three scenarios. A systematic approach to capacity building, such as the human performance technology model, can be used to implement the WHO competency framework as part of organizational performance improvement while ensuring that initiatives are well-defined, targeted, and aligned with organizational goals. The competency framework can be used in different contexts, such as improving organization performance for individual regulatory authorities, strengthening regional collaborations, harmonization and reliance on medical products assessment and joint good manufacturing practices inspections of pharmaceutical manufacturers, and developing learning programs for medicine regulators. A competency-based learning approach for regulatory professionals ensures the transfer of learning to the workplace by integrating real-world practices in learning activities and assessments. Further work is required to develop and validate the assessment instruments, apply the competency framework in other contexts, expanding the learning programmes while continuously providing feedback for further refinement of the competency framework and implementation support tools.

The Process of Developing a Digital Repository for Online Teaching Using Design-Based Research.

The Purdue Repository for Online Teaching and Learning (PoRTAL) was developed as an Open Educational Resource (OER) for graduate students and faculty in higher education settings to enhance their online teaching skills and strategies. The PoRTAL team used a design-based research approach (DBR; Wang & Hannafin, Educational Technology Research and Development, 53(4), 5–23, 2005). In this study context, we used Van Tiem et al.’s (2012) model to identify problems faced by instructors who struggled with or were new to online teaching from a Human Performance Technology (HPT) standpoint. To address the identified needs, we created resources for online teaching and embedded our research within practical activities to further study our design process. Our efforts resulted in an HPT-OER Model for Designing Digital Repositories. The purpose of this paper is to share the DBR process that we used to develop an OER repository within an HPT model.

A Case Study on the Application of a Human Performance Technology Model to a Sports Product Manufacturing Company

A Case Study on the Application of a Human Performance Technology Model to a Sports Product Manufacturing Company

Better Solutions Through Better Requirements: The Link Between HPT and Business Analysis

G2000's HR Execution Excellence was one of the innovative projects to receive the International Society for Performance Improvement (ISPI) Award of Excellence 2016. It is a continuous-improvement project that applies holistic human performance improvement using an ISPI human performance technology model (ISPI, 2012) to streamline the front-end and back-end processes of a retail attendance system (RAS). Thus, it improved one of G2000's strategic capabilities: regulatory and social practices. During the process of developing the strategic capabilities and assembling the right combination of processes, knowledge, skills, and organizational fabric, working group and its system of play become critical. The question is how to reshape the work environment to sustain high performance from the strategic change. One way to position a change agent for success is by managing holistic requirements and intensely promoting and developing the bridge to the future.

Innovation and Performance Improvement Integration

G2000's HR Execution Excellence—Retail Attendance System was one of the innovative projects to receive the ISPI Award of Excellence in 2016. It is a continuous improvement project that applies the concept of holistic human performance improvement using an ISPI human performance technology (HPT) model (ISPI, 2012) to streamline the front-end and back-end processes of our Retail Attendance System. As a result, it leads us to achieve one of our business goals: employment regulatory compliance. In our case, the project team was tasked with seeking solutions to ensure that the payroll process for retail staff could be performed accurately and in a timely manner. After applying the HPT model to conduct the gap analysis and identify the causes or factors that were limiting our performance, we integrated the concept of human-centered design approach at the solution-design phase of the project, to lead us to innovative solutions.

What Do HPT Consultants Do for Performance Analysis?

This study was conducted to contribute to the field of Human Performance Technology (HPT) through the validation of the performance analysis process of the International Society for Performance Improvement (ISPI) HPT model, the most representative and frequently utilized process model in the HPT field. The study was conducted using content analysis as the research methodology to investigate thirty HPT business cases. The findings in this research indicate that the detailed processes and components as depicted in the performance analysis process in the ISPI HPT model were not fully present in the HPT business cases. Actual processes used in the business cases to identify performance gaps differed in part from the model. In addition, the procedure of analysis in the model is depicted as a logical sequence and in the cases is an actual sequence. In addition, the refined performance analysis process is proposed based on the research findings.

The HPT Model Applied to a Yoga Studio's Performance

This case study describes how the human performance technology model has been applied to enhance the performance of a small yoga studio—Salty Dog Yoga & Surf of Carolina Beach, North Carolina. An analysis of Salty Dog's organizational performance revealed several ongoing challenges, including issues with sales, strategic planning, and division of labor. An environmental analysis found that Carolina Beach's market is strong enough to support a full-time local yoga studio, while an organizational analysis uncovered multiple issues with strategic vision, resource deployment, and training policies.

Performance increasing of the Dusseldorf Turkish General Consulate

This study aims to reduce the citizens’ waiting time by increasing employees’ performance in the Turkish General Consulate (TGC). The current waiting time to complete processes for citizens is not satisfactory. Therefore, both the TGC administration and citizens complain about this issue. In this study, the client is the TGC administration. The first step is performance analysis. It includes organizational analysis, environmental analysis, and gap analysis. The first step also includes examining the TGC’s mission, vision, human resources policies, workflow and other aspects. The second step is investigating the gap between current waiting time and ideal waiting time. The third step is finding out the reasons that cause the gap between current and desired performance by implementing cause analysis. The interview questions are based on Gilbert’s Behavior Engineering Model (BEM). Telephone interviews are conducted with 16 employees to collect data. According to findings, the employees perceive the long waiting time as the most critical problem. The factors that cause the long waiting time can be stated as follows: inappropriate physical and psychological work environment, the lack of materials, tools, and time, inadequate financial and non-financial incentives. In this study, human performance technology model’s performance analysis and cause analysis stages are practiced.

Human Performance Technology Applied to Supermarkets in India

The International Society for Performance Improvement human performance technology model was applied in four supermarkets of a well-known retail firm in India. An organizational environment model was used for a cause analysis. The fishbone (i.e., cause-and-effect) diagram was used to express the basis of poor sales performance. Both customers and employees were dissatisfied with the stores. It was determined that poor inventory management, long approval periods, and frequent employee turnover were the reasons for poor sales performance in the supermarkets.

THE HUMAN PERFORMANCE TECHNOLOGY MODEL APPLIED TO A UNIVERSITY LIBRARY'S WORK EFFICIENCY

This case study describes how the human performance technology model was applied to enhancing a university library's work efficiency. The university librarian identified several concerns with the work efficiency of her administrative team and wanted to find a way to help the team members handle an increasing workload while still producing the same great results in quality of work. A number of factors had a negative impact on their efficiency: constant interruptions in the team's daily work routines by excessive foot traffic through their workspace, ineffective and frequently canceled staff meetings, and inefficient communications. A number of interventions were chosen to address these issues based on needs of the administrative team and the analyses performed during the course of the project.

Why doers do: 15 years wiser

This article is part of the dialogue on human performance technology (HPT) models that began in the October 2011 issue of Performance Improvement. In 1996, the author shared a new HPT model with Performance & Instruction readers. Since then, he has refined the model and added empirical research. In the spirit of continuous improvement, the author engineered the model to improve areas that were weak, ambiguous, or outdated. The current version is a “wiser” model that makes sense to business clients.

The ISPI HPT model applied to a university television broadcast system upgrade

This is a case study describing the application of the traditional ISPI human performance technology (HPT) model at CHWK, a campus television channel broadcast from a southeastern American university cable system. CHWK's issues with delivery options, labor-intense work flow, and continual staff training were identified as the performance problems. Computerization of the system, including the installation of new hardware and data processing methods, was recommended as the intervention to solve the performance problem.

A challenge to ISPI: Is ISPI truly international? Not really …

This article challenges the International Society for Performance Improvement to recognize the impact of culture on performance improvement research and practice. It suggests that current practice results from a general lack of knowledge concerning the concepts and language used to characterize culture. Brief descriptions of eight key cultural dimensions are provided. It continues by showing how these culture dimensions can impact the Gilbert Behavioral Engineering Model (Gilbert, 2007) and provides a culturally modified human performance technology model (Van Tiem, Moseley, && Dessinger, 2004).

Minding the gap

PurposeThe purpose of this paper is to outline a useful model for identifying and addressing employee performance issues in academic libraries, specifically in a Learning Commons.Design/methodology/approachThe Human Performance Technology (HPT) model created by the International Society for Performance Improvement (ISPI) was used to identify employee performance issues in a newly created Learning Commons at a mid‐size academic library.FindingsApplying the HPT model to a Learning Commons enabled the authors to identify organizational and employee performance issues and identify solutions to these issues. The HPT model was deemed a useful tool for addressing performance issues.Research limitations/implicationsLittle research has been published using the HPT model in libraries and more research should be performed to determine the suitability of this model for libraries. It should be acknowledged that the model is used to identify weaknesses and any organization using this model will likely uncover areas for improvement.Practical implicationsThe HPT model provides a method to identify measurable performance indicators which could be used to set standards of performance for employees. Setting such standards can help achieve and maintain levels of high quality for any library service. This model is particularly useful when employees at one service point may include a combination of student workers, paraprofessionals, and librarians.Originality/valueThe study could identify only one article in the relevant literature addressing the use of the HPT model in a library setting. This paper more broadly introduces HPT to the field of librarianship as an assessment tool.

Root causes of errant ordered radiology exams: Results of a needs assessment

A comprehensive needs assessment was conducted at ATA hospital to determine the root causes of a high number of errant radiology orders from requesting physicians. The Human Performance Technology Model, Gilbert's Behavior Engineering Model, and Rummler and Brache's Nine Performance Variables Model guided the needs assessment process. Three solutions were proposed. The development of the long-term solution, a software utility, has been initiated. The Behavior Engineering Model was used to identify possible solutions to post-training performance gaps identified during the evaluation.

The HPT model applied to a kayak company's registration process

This case study describes the step-by-step application of the traditional human performance technology (HPT) model at a premier kayak company located on the coast of North Carolina. The HPT model was applied to address lost revenues related to three specific business issues: misinformed customers, dissatisfied customers, and guides not showing up for tours or lessons at the kayak company. The case study includes problem statements, organizational analysis, environmental analysis, gap analysis, cause analysis, and proposed interventions.

Analysis on Library-Aided Instruction's Obstacle Factors based on Human Performance Technology Model

Analysis on Library-Aided Instruction's Obstacle Factors based on Human Performance Technology Model

평생교육기관인 대학 도서관의 지정도서서비스 개선을 위한 수행공학 모형의 적용 사례

평생교육기관인 대학 도서관의 지정도서서비스 개선을 위한 수행공학 모형의 적용 사례

Alive and well: Optimizing the fitness of an organization

Grounded in the work of W. Edwards Deming, this article describes the basics of systems thinking, viewing a business as a system, and contrasts improving a system with solving a problem. The article uses the human body as a metaphor to describe the various aspects of viewing a business as a system at the concept level and maps the Deming cycle, the improvement model, and the human performance technology model to show their conceptual relationships.