Topics: Better, Organizational studies and human resource management, Organization Pages: 3 (631 words) Published: December 12, 2013
HPT represents a variety of systematic approaches used to improve productivity and competency by utilizing methodical procedures capable of appropriating strategy for solving problems using selection, analysis, design, development, implementation, and evaluation to analyze performance by individuals, groups, and other organizational masses. Gagne and ADDIE also use similar aspects of analysis wherein they are used to asses organizational productivity in reference to the desired performances by management and instructors. These are compared and contrasted in reference to design solutions by aligning the developmental process towards instructional techniques that will facilitate the type of learning environment that allows learners to develop through the different stages of HPT, Gagne, and ADDIE. These would operate effectively through the use of formative and summative assessments in an educational environment wherein the models would be capable of assessing the cognitive improvement that learners have garnered throughout the course by monitoring their progress using the aforementioned evaluative tools

Goals of HPT
Human Performance Technology (HPT), assists in identifying the existence of a gap in the learning performances of the students and structured in the sense of an opportunity or obstruction in the program or organization. It is an indicator that states and addresses the performances desired by the organization. It roots out the discrepancies and compares the actual by the desired states of performance. In accordance to “HPT solves the problem of a performance gap by designing and implementing appropriate interventions and evaluating the implementations to assess whether the performance gap is closed and business needs are met”. HPT helps organizations determine whether a problem they are facing is actually a training problem or some other performance problem. HPT does not rely solely on training. Rather, this approach introduces other methods of...

References: Tosti, D. T. (2005). The Big 5: The Evolution of the Performance Systems Model. Performance Improvement, 44(9), 9-13.
; Dessinger, J., Moseley, J. L., & Van Tiem, D. M. (2012). Performance improvement/HPT model: Guiding the process. Performance Improvement, 51(3), 10-17. doi:10.1002/pfi.20251
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