Human performance technology plays a great role in improving employees output in organizations. Many concepts play a part in improving human performance in organizations, which analyze various factors considered while planning for an improvement process. Evaluation of the improvement process adopted is the key to success of a human improvement process. Various models are available, but the one that founds most use in this discussion is the full scope evaluation model. In addition, when a person is carrying out a research on human improvement understanding of an organization structure is very important. The seven logics of a business model are used in describing the importance of organization structure. Finally, the discussion analyses the three major components of performance improvement and describes their relationship to one another.
Introduction
All organizations form human performance system in that, they are people’s initiatives, they are run by people, and are established with an aim of giving value to the founder people or the stakeholders. The most fundamental view that analyses the success of every organization is controlled by the human performance system. Many other views like business views, process views, and economic views are also incorporated in determining the performance of an organization derived from people’s activities. Human performance is described as the overall outcome from the work done by people within an organization. Understanding human performance technology (HPT) enables leaders utilize the principles and applications that assist in the improvement of an organization and determine various factors affecting their performance. On the other hand, HPT enables organizational leaders look at different performances in a context of a system consisting of various dependent units. This assists in defining human performance inform of the results achieved and not activity (Tosti, 2006).
Five variables help in analyzing the human performance in an organization. These variables are; the environmental conditions, the input, the performer’s ability, the corrective feedback, and motivation processes. Carrying out an effective evaluation of human performance is very crucial in determining the improvement within an organization. This is done through various evaluation models. Moreover, understanding the organization structure through the seven Logics of business model tool assists in determining performance improvement initiates. In addition, leaders should have the three major components of performance retrieved from the five variables shown in table 1. The discussion below explains all these factors in an effort to determine the concepts detrimental in improving human performance.
Effective evaluation is the cornerstone for ensuring any improvement initiative is being performed to standard.
Since time immemorial systematic enquiry that includes research and effective evaluation has been the foundation of the ideas generated while determining human performance standards. In analyzing human performance process, a full scope of the evaluation models must be understood as discussed below.
Full scope evaluation model and its components identified and explained
The full scope evacuation model composes of four types of evaluations namely; formative, summative, confirmative, and Meta. Each of these components gives the need for carrying out human performance improvement interventions giving people in an organization a complete evaluation process. Table 1 gives a full description of the four evaluation components. Formative and summative evaluations are used when dealing with short-time performance processes, while confirmative evaluation deals with long-term performances. Incase an evaluation requires certification, standardization, or quality improvement, Meta evaluation comes into being. The full scope evaluation model assists an organization in determining the type of improvement experienced in terms of learning and performances. Moreover, the four components give the validity of the learning processes used and reliability of the performances found. On the other hand, lack of organizational support for evaluation and lack of necessary resources leads to failure of the model (Dessinger & Moseley, 2006, pp. 60-65).
Different types of evaluation models identified and their concept explained
Employee evaluation is very important in an organization since it assists in determining the position and performance in various sectors. Evaluation models are of different types each with its specific purpose. According to Payne (1994), there are four types of evaluation models. These are management models, judicial models, anthropological models, and consumer models.
Management models
In this type of model, the research people carries out different evaluations and provide the collected information to the organization’s management in order to assist them in making different decisions. The Michael Patton’s utilization Focused evaluation is the most commonly management model used today. In this model, the evaluators provide information to the necessary users. The model requires the evaluator to focus on the key stakeholders in an organization since they have a great impact when it comes to decision making process (Patton, 1997).
Judicial models
The judicial model makes use of two evaluators with opposing factors. On one side, the evaluator examines and presents an evidence for doing away with a certain human performance process. On the other hand, the second evaluator makes an examination, and comes with facts to continue with the process. Each evaluator is given a chance to give an explanation as to what led to such conclusion. Judicial models of evaluation give an organization a chance to make checks and balance both sides in order to come up with the best option. The models assist in determining the positive and negative aspects of a given proposed program through considering the alternative interpretations of the data. In addition, the evaluators are in a position to determine the strengths and weaknesses of the program (Payne, 1994).
Anthropological models
These models involve the evaluator entering the field of research without any set objectives and goals. The models require the evaluator to come up with the primary data indicating the reasons to or against the organization using a certain human performance model. According to Payne (1999), the evaluator gets into the research field and observes the proceedings of the program. The most commonly used observations are those from the participants and nonparticipants combined with data collected from interviews, questionnaires, and focus groups.
Consumer models
The model is based on the consumer approach metaphor whereby the evaluator collects information from the consumer based product evaluation. This approach is summative since the evaluator carries full investigation concerning the possibility of the program being o help to the organization and comes up with a final conclusion. Consumer models also are important especially to policy makers and other people when it comes to developing and selecting the suitable programs for solving specific problems (Payne, 1999).
Tools used to evaluate training identified and their uses explained
While carrying out a performance evaluation process various tools are used. The procedure adopted takes the form of three phases. The first phase is concerned with planning. In this phase, the evaluator sets goals and expectations from the training. The goals must be specific, measurable, attainable, relevant, and timely. The second phase is called check-in. The evaluation tools used in this stage are concerned with observation, coaching, feedback, and offering support. The last phase is the performance assessment phase. This stage summarizes the employee’s capability over the entire employment season. The most common tools used in carrying out the evaluation process are flip charts, overhead projectors; worksheets, video, and discussions (Centre for Organization and Workforce effectiveness, n.d).
Before any performance improvement initiative takes place, the human performance practitioner must clearly understand the organizations structure. A great tool in achieving this task is the use of the Business Logic Model.
Seven logics of the Business Logic Model dissected and their uses explained
The organization structure is a very important component that a human performance practitioner should make use of while carrying out an organizational performance improvement. On the other hand, understanding the seven logics of a business model helps in evaluation the performance programs fully. The seven logics are; external logic, economic logic, strategic logic, customer logic, product logic, process logic, and internal logic.
External logic: the evaluator starts with checking the external environment in order to determine the opportunities and threats faced by the organization. These are as a result of the industry in which the organization falls under and the world trends.
Economic logic: this concerns the methods that the organization uses in achieving its profits and growth objectives.
Strategic logic: this indicates the purposes of the organization, the way that the organization is moving, and the planned strategies for arriving at the destination.
Customer logic: this logic deals with how an organization attracts and maintains its customers.
Product logic: the product logic concerns how the organization’s products or services appeal to consumers, and the means of differentiating company’s image and its customers.
Process logic: this is concerned with the methods an organization uses in creating, producing, and delivering its goods and services.
Internal logic: deals with how the organization management makes use of its internal operations in accomplishing its functions.
Tools used to gather information for use within the Business Logic Model
It is very important for any researcher to gather the appropriate information while carrying out a study on human performance process. The information collected must be accurate and collected using the appropriate method by making use of effective data collection tools. In the business logic model the following tools are used to gather information. These are onsite observation, and interviews and questionnaires. Other types of tools are the Gantt chart that describes the duration that a certain process should take in terms of number of days (Toolbox.com, 2008).
Job aids and worksheets used to complete organizations Business Logic Model
In the human performance technology various job aids and worksheets are used in completing the business logic model. These tools are used to gather information from the top management about the operations within the organization. These tools are the product strategy, differentiation, company image, and post-sale processes.
Product strategy: this focuses on the type of products that customers buy under certain circumstances. On the other hand, the wide product range provides a variety of products available at the company’s disposal.
Differentiation: this tool is concerned with the delivery of services, and the materials and software used. The practitioner discovers where the company gets its product from and the technology they use in distributing them to consumers.
Company image: the organization has a duty of representing itself in a perfect manner to the customers in order to attract them to purchase their products. Creating a perfect organizational through ensuring total performance from all employees leads to success of a business strategy.
Post-sale processes: the following aids in determining how the organization provides post-sale support to consumers. This is evaluated in terms of customer satisfaction, technical support, repair and updates.
The enabling human assets identified and their importance clearly discussed
In most cases human improvement initiatives are developed without first stating the main objectives of carrying out the processes. The human assets found in the improvement process are important in the following ways. First they aid in improved job performance that is achieved from the excising business metrics. Secondly there is an improved process performance, and lastly the improved enterprise performance. The human assets required in any organization improvement are: awareness, knowledge and skills, physical attributes, psychological attributes, intellectual attributes, and values. The above assets assist in the process improvement with the aid of tools and models such as: competence management systems, enterprise resource planning systems (ERP), and knowledge management systems (KMS). The human assets put in place are expected to perform various tasks that help in improving the enterprise. These assets are controlled by HR and the staff operations within the organization. Moreover, these assets must be coupled with environmental assets as discussed below in order to fully meet the organization improvement needs (Wallace, 2003).
The enabling environmental assets identified and their importance clearly discussed
All the processes must have a balance between human assets and environmental assets. The business environment keeps on changing that requires managers to be very keen while developing their production and distribution strategies. In order to improve human assets one must have an understanding of environmental assets. The environmental assets of concern in improving human performances are; information, tools/equipments, materials, facilities, and budget. Availability of information enables people to easily communicate and sort things out perfectly. On the other hand, the tools and equipments available assist in the production of the necessary materials for customer satisfaction. Moreover, the organization should have a budget in order to determine the needed capital in developing various processes. Managers and the staff in operation should ensure the availability of the right environmental assets in the right place and at the right time. The most commonly used models for environmental assets analyses are Environmental Assets Management Systems (EAMS) and Data & Information Systems (Wallace, 2003).
Process design and redesign purposes explained and its importance identified
Most organizations face global competition forcing them to reinvent and develop into a more competitive industry. The purpose of process design and redesign methodology is enable organizations develop into a more technologically advanced companies through value addition that contributes into enhanced human performance. Design is the key to success in every business environment bearing in mind that all human performances must have a process or a combination of processes. In addition, identification of the design and redesign processes contributes into the organization focusing more quality inputs in order to achieve more outputs in terms of workforce performance and economic growth (Davies, 1994).
Conclusion
Five variables help in analyzing the human performance in an organization. These variables are; the environmental conditions, the input, the performer’s ability, the corrective feedback, and motivation processes. Carrying out an effective evaluation of human performance is very crucial in determining the improvement within an organization. This is done through various evaluation models. Moreover, understanding the organization structure through the seven logics of business model tool assists in determining performance improvement initiates. In addition, leaders should have the three major components of performance retrieved from the five variables discussed above. The discussion above has explained all these factors in an effort to determine the concepts detrimental in improving human performance.
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