Human Performance Technology (HPT): A Comprehensive Guide for Instructional Designers - Part 1
By Justice Jones
Lead Instructional Designer
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Human Human Performance Technology: A Comprehensive Guide for Instructional Designers - Part 1
Human Performance Technology:
Human Performance Technology (HPT), also known as Human Performance Improvement (HPI), is a systematic approach that focuses on improving productivity and competence within organizations. HPT goes beyond training to solve performance issues by identifying the root causes of underperformance and implementing solutions that may or may not include training. As organizations increasingly focus on outcomes and results, HPT has become a vital tool for instructional designers, trainers, and consultants aiming to enhance individual and organizational performance.
In this post, we will dive into the fundamentals of Human Performance Technology, explore how it is applied in different environments, and discuss the pros and cons of using HPT to improve performance. We will also highlight key aspects of the Success Driven Instructional Design Framework™ as a complementary approach to HPT.
What is Human Performance Technology (HPT)?
Human Performance Technology is a field that focuses on improving performance in the workplace. It originated from the belief that performance problems are often caused by issues beyond just a lack of skills or knowledge. HPT takes a holistic approach to performance improvement by analyzing systems and environments in which people work and identifying solutions that optimize the factors affecting performance.
At its core, HPT is based on the idea that human performance can be systematically measured, analyzed, and improved. The critical steps in the HPT process include:
Performance Analysis – This step involves determining the gap between desired and actual performance. It seeks to understand why employees are not meeting performance expectations and identifies whether the root causes are related to knowledge, skills, motivation, environmental factors, or organizational support.
Cause Analysis—Once the performance gap is identified, the next step is to determine its causes. The root causes of underperformance could stem from a lack of resources, unclear expectations, inadequate incentives, or other factors unrelated to the individual’s capabilities.
Intervention Selection—After identifying the root causes, the next step is to select appropriate interventions to address them. Interventions may include training but can also encompass changes to the work environment, improved communication, adjustments to incentives, or updated processes.
Implementation – The selected interventions are implemented, often with the collaboration of various stakeholders, including management, instructional designers, and HR personnel. This step focuses on integrating the interventions into the organization’s workflows and ensuring all parties are aligned on expectations and objectives.
Evaluation – Evaluation is an ongoing process throughout the implementation of HPT. It assesses the effectiveness of the interventions by monitoring performance and collecting feedback. The evaluation should be formative (ongoing) and summative (at the end of the intervention) to ensure that the desired performance outcomes are achieved.
Application of HPT in Different Settings:
Human Performance Technology is versatile and can be applied in various sectors, from corporate training to education. Let’s examine how it is used in two primary environments: corporate settings and educational institutions.
Corporate Settings
In corporate environments, HPT is particularly valuable for improving operational efficiency and employee performance. Businesses often face challenges in meeting organizational goals due to performance gaps that arise from a wide range of issues, such as insufficient training, misaligned incentives, or workplace inefficiencies.
In such cases, HPT enables organizations to analyze these issues and identify comprehensive solutions that go beyond traditional training. For example, an analysis might reveal that employees have the required skills, but the work environment lacks proper resources, or the organizational culture discourages collaboration. HPT interventions in this scenario could involve restructuring team workflows, improving communication channels, or offering motivational incentives to promote better collaboration.
Educational Institutions
Human Performance Technology is also applicable in instructional design and education. While training is often used to solve poor academic performance, HPT encourages educators and instructional designers to look deeper into the factors affecting student learning. For instance, the gap between desired and actual student performance could stem from unclear learning objectives, inadequate access to educational resources, or ineffective feedback systems.
By applying HPT principles, instructional designers can create learning environments that address these root causes. This may involve redesigning courses to improve clarity and structure, introducing new instructional technologies, or developing better systems for tracking student progress and providing feedback. The Success Driven Instructional Design Framework™ emphasizes this approach by focusing on self-regulation, organization, and collaboration as key aspects of effective learning environments.
Key Theories Underpinning Human Performance Technology
Several foundational theories shape the HPT model, providing a basis for the methods used to analyze and solve performance problems.
Behaviorism and Conditioning – HPT often incorporates principles from behaviorist theories, emphasizing reinforcement and feedback's role in shaping behavior. According to behaviorism, clear incentives and consequences help guide individuals toward improved performance. By applying these principles, HPT ensures that employees or learners receive appropriate reinforcement for positive behaviors.
Systems Thinking—HPT views performance as part of a broader system. Outcomes are affected by more than the individual’s abilities or knowledge; the environment, tools, organizational culture, and leadership also play critical roles. Systems thinking allows HPT practitioners to look at the bigger picture and find solutions that target not only the individual but also the systems in which they operate.
Cognitive Load Theory – In educational settings, cognitive load theory is important when designing instructional materials. It argues that too much information can overwhelm learners, making retaining and applying new knowledge difficult. HPT applies this theory by helping instructional designers create learning experiences that optimize the cognitive load for learners, ensuring they can focus on critical information without becoming overloaded.
Advantages of Human Performance Technology
HPT has several advantages, making it a valuable approach to solving performance problems.
Holistic Problem Solving – Unlike traditional training methods, which often focus solely on skill gaps, HPT takes a comprehensive view of performance. By addressing the environmental, motivational, and organizational factors contributing to underperformance, HPT provides long-term solutions that result in more sustainable improvements.
Customizable Interventions – One of the strengths of HPT is its flexibility. Interventions are tailored to the specific needs of the organization or educational institution, meaning that solutions are highly relevant and targeted. Whether the problem lies in communication, leadership, or resources, HPT offers a wide range of interventions beyond just training.
Evidence-Based – HPT is grounded in data and research. By collecting and analyzing performance data, HPT practitioners can identify the root causes of problems and evaluate the effectiveness of their interventions. This evidence-based approach ensures that decisions are informed and likely to lead to successful outcomes.
Focus on Results – HPT is outcomes-driven. It emphasizes measurable performance improvements rather than simply providing training or development activities. This results-oriented focus ensures that organizations and institutions can see tangible productivity, engagement, and efficiency improvements.
Limitations of Human Performance Technology
While HPT is highly effective, it also has some limitations.
Time-Consuming – Conducting performance analysis, cause analysis, selecting interventions, and implementing solutions can be time-consuming. They require detailed data collection, stakeholder involvement, and ongoing evaluation, which can slow down the implementation of solutions.
Requires Expertise – HPT is a complex field that requires expertise in performance analysis, data collection, and intervention design. Not all organizations or educational institutions have the resources or trained personnel to implement HPT effectively, which can limit its widespread application.
May Overemphasize Systems – While systems thinking is a strength of HPT, there is a risk of overemphasizing environmental factors at the expense of individual accountability. In some cases, performance problems may be caused by personal factors like motivation or attitude, which broader systems-focused interventions may not always address.
Conclusion:
Human Performance Technology offers a robust framework for improving performance in corporate and educational settings. By looking beyond simple skill gaps and training needs, HPT allows organizations and instructional designers to identify root causes of underperformance and implement tailored solutions that address environmental, motivational, and organizational factors.
For instructional designers, HPT offers a valuable approach to course design and student success. By applying the principles of HPT, designers can create learning environments that are not only effective but also sustainable and responsive to the needs of diverse learners. Combining HPT with models like the Success Driven Instructional Design Framework™ enables organizations to foster innovation, creativity, and growth, ensuring that learners and employees can reach their full potential.
Whether you’re an instructional designer in higher education or a corporate trainer looking to improve employee performance, HPT provides a structured, results-oriented approach that drives success and continuous improvement.
Discussion Assignment: HPT in Action
Join the conversation and participate with the 24/7 Instructional Design community by completing the discussion questions and adding your answers in the comment section below:
Scenario 1: Corporate Setting – Sales Team Underperformance
Context:
A technology company has experienced a sharp decline in sales over the past two quarters. The company’s leadership believes the sales team needs additional training on new products and customer relationship management software. They hire an instructional design consultant to conduct training sessions. However, the consultant is familiar with the Human Performance Technology (HPT) model and decides to investigate further before jumping to training solutions.
Challenge:
During the initial performance analysis, the consultant discovers that while some salespeople lack proficiency in the new software, most of the underperformance is due to other issues:
Inconsistent leadership communication about sales targets and incentives.
Lack of alignment between the sales goals and the company’s overall strategy.
Insufficient sales tools and resources to support customer engagement, including outdated marketing materials and inadequate tech support.
The instructional designer must now use the HPT process to propose a comprehensive solution that addresses these systemic issues. This solution includes improving communication from leadership, updating the marketing tools, and creating a more strategic incentive plan.
Discussion Question 1:
As the instructional design consultant, how would you prioritize interventions? What mix of training, leadership communication improvements, and resource updates would you implement, and why?
Scenario 2: Educational Setting – Low Student Engagement in Virtual Classes
Context:
A public school district has transitioned many courses to online or hybrid models, but student engagement and performance have steadily declined in these virtual classes. The district hires an instructional design consultant to assess the situation and recommend solutions. Initially, teachers believed the issue was related to students’ lack of experience with online learning platforms, so they requested additional technical training for students.
Challenge:
Using the HPT model, the consultant conducts a performance analysis and identifies the following root causes:
Inconsistent course structure across classes, leading to confusion and disengagement.
Limited interaction between students and teachers, with minimal opportunities for discussion or collaborative learning.
Technological barriers include unreliable internet access and students' lack of necessary devices.
Rather than just focusing on student training, the consultant must propose solutions addressing structural and technological barriers. This could include designing more consistent course templates, increasing opportunities for interaction, and collaborating with the district’s IT department to improve access to technology.
Discussion Question 2:
As the instructional design consultant, how would you integrate both instructional and non-instructional interventions to increase student engagement? What steps would you take to address the technological and interaction-related issues?
Scenario 3: Educational Setting – Low Student Engagement in In-Person Classes
Context:
A public high school has noticed a significant drop in student engagement and academic performance across several in-person classes. Teachers report that students seem disinterested, frequently distracted, and do not complete assignments on time. The school administration believes that the problem may be related to teaching methods and requests an instructional design consultant to provide professional development workshops for teachers.
Challenge:
Applying the HPT model, the instructional design consultant conducts a thorough performance analysis and uncovers several contributing factors beyond teaching methods:
Classroom environment issues such as large class sizes and overcrowded, poorly arranged classrooms make it difficult for teachers to interact with all students.
Lack of clear behavioral expectations and inconsistent enforcement of classroom rules, leading to frequent disruptions.
Outdated instructional materials that do not align with students' interests or learning needs reduce motivation.
The instructional design consultant recognizes that training alone will not solve these issues. Instead, to improve student engagement, a combination of classroom management strategies, environmental adjustments (e.g., seating arrangements), and updated, engaging instructional materials is needed.
Discussion Question 3:
As the instructional design consultant, what interventions would you propose to address the environmental and instructional issues impacting student engagement? How would you work with teachers and administrators to implement these changes effectively?
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