IT'S ABOUT COMPUTERS, RIGHT?... WRONG.
It's about improving productivity and learning in human resource systems. In other words: It's about people and improving how they do things.

By putting together what we know about instructional technologies (media, psychology, techniques, practices, methods, etc.), Human Performance Technology (HPT) is playing a larger role in global competitiveness. Training and education are essential to increasing a company's ability to compete, but an effective human resource system needs an outstanding learning system with a focus on performance. To remain competitive in the long run, that system must be the core of an organization's human resource efforts.

Who utilizes HPT?

More companies, departments, and individuals with abstract job titles incorporate HPT than you can swing a stick at. Human Resource Managers, Human Performance Technologists, Instructional Designers, Educational Technologists, etc, all may have a part in HPT. Basically, any person or group of people responsible for the performance outcome of others.

What is HPT?

HPT is a set of methods and procedures, and a strategy for solving problems in an organizational setting. But, let's not forget the most important aspect: people! HPT is concerned with realizing opportunities within the human component of these organizational settings.

When is HPT utilized?

HPT is utilized whenever organizational challenges of a performance nature arise. Can we do something better? Faster? More efficiently? Are these challenges related to the performance of people? If so, HPT is the tool for the job.

Where can it be put to use?

It can be applied in any organizational setting, to individuals, small groups, as well as large organizations.

Why, exactly is HPT utilized?

For realizing opportunities related to the performance of people. Its utilization is an efficient approach to problem solving and performance enhancement.

How is HPT utilized?
Ah-hah! Now we're getting down to the nuts & bolts of it… through a systematic combination of three fundamental processes: performance analysis, cause analysis, and intervention selection.

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