Matakuliah : L0074/Psikologi Industri dan Organisasi 2
Tahun
: 2008
Diagnostic of Performance
Pertemuan 7
• Human Performance Technology (HPT) purpose to
improving organizational efficiency.
• HPT defines as “a systematic approach to improving
productivity and competence, through a process of
analysis, intervention selection and design,
development, implementation, and evaluation designed
to influence human behavior and accomplishment.
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HPT Pioneers
• The father of Performance Technology  Thomas Gilbert
 to improve the performance of people must begin with
identifying and resolving the environmental barriers.
• Joe Harless  understanding the cause of a problem
should drive any solution.
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Gilbert Model
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Harless Model
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• Robert Mager introduced the notion that instructional designers
should move beyond determining what instructional designers
should teach; rather, they should focus on understanding what
learners should be able to do as a result of instruction.
• Geary Rummler likened organizations to ecosystems where every
component is interrelated and linked together. Organizational
performance is as important as individual performance.
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Mager’s Model
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IMPROVING PERFORMANCE
Geary Rummler
THREE LEVELS OF PERFORMANCE
• Organization
PROCESS
JOB / PERFORMER
Rummler Model
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THE NINE PERFORMANCE VARIABLES
•
1.
2.
3.
The Three Levels of Performance constitute one dimension of our
framework. The second dimension comprises three factors –
Performance Needs – that determine effectiveness at each level
and system.
Goals  need of specific standards that reflect customer’s
expectations for product and service quality, quantity, timeliness,
and cost.
Design  needs to include the necessary components, configured
in a way that enables the goals to be efficiently met.
Management  management practices that ensure that goals are
current and are being achieved..
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DAVID WILE’S SYNTHESIZED HPT MODEL
• Wile focusing on elements both external and internal to the
performer.
• The simplicity of the diagnostic flow in this model makes it easy for
the analyst to take the first steps in solving a performance problem.
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PERFORMANCE
External to
Performer
Enviromental
(Intangibles)
Organization
al system
•Clear goal
•Job design
•Clear
policies
•Authority
•Appropriate
workload
•Access to
right people
Internal to
Performer
Resources
(Tangibles)
Incentives
Cognitive
Support
Tools /
Machine
•Compensation
•Feedback
•Positive
reinforcement
•Interesting
meaningful
work
•Job aids
•Documentations
•Computers
•Software
•VCRs
•Calculators
•Automobiles
Physical
Environment
•Noise
•Light
•Temperature
•Physical
Layout
Wile’s Synthesized HPT Model
Sumber : www.ispi.org – September 2002
Skills /
Knowledge
•Training
•On-the-job
training
•Self-study
Inherent /
Ability
•Intelligence
•Emotional
ability
•Physical
attributes
•Education
•Artistic gifts
•Internal
motivation
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THE END
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