Introduction

Although HPT (Human Performance Technology) has been around since the dawn of time - albeit not always in an organized fashion - it was not recognized as a profession (or even science to some) until the middle 20th century. Finding its roots as an improvement to training (Pershing, p.5), it quickly expanded to include other methodologies to improve the performance of organizations.

Human Performance technology is the study and ethical practice of improving productivity in organizations by designing and developing effective interventions that are results-oriented, comprehensive, and systemic (p.6).

The short list of interventions spoken of can include:

• Training
• Paper job aids
• Games and simulations
• Social Learning
• Webinars
• Electronic Performance Support Systems
• Certifications
• Seminars

These are often developed after an analysis is completed. This can take the form of questionnaires, interviews, data mining or observation. Although an analysis is conducted at the beginning, it is often conducted throughout the life of the intervention (and after) to continually realign the methods used with the goals intended.

Many models have been developed to help the HPT professional create these interventions. There are plenty of theories, with new theories born or restrucutred every year. It is important that the HPT professional understand these theories, methods and interventions and how and when they should be used. Knowing what to use, when and how is the exciting part of the professional's responsibilities. It opens the doors to possibilities many organizations only dream about.

This Toolkit

Contained within this toolkit are methods, models and a small selection of interventions. Feel free to add to the information. (See 'Toolkit Format')

The HPT Model