绩效（Performance）与绩效技术/人类绩效技术（HPT） - 达人(庄子)

2005/06/15 | 绩效（Performance）与绩效技术/人类绩效技术（HPT）
类别(教育技术发展研究ET R) | 评论(0) | 阅读(230) | 发表于 17:26: 1，绩效（Performance）答: 绩效是能够应用新的潜能（ability to apply new capabilities）。

2，What is Human Performance Technology?

Human Performance Technology (HPT) uses a wide range of interventions that are drawn from many other disciplines including, behavioral psychology, instructional systems design, organizational development, and human resources management. As such, it stresses a rigorous analysis of present and desired levels of performance, identifies the causes for the performance gap, offers a wide range of interventions with which to improve performance, guides the change management process, and evaluates the results. Taken one word at a time, a description of this performance improvement strategy emerges.

Human: the individuals and groups that make up our organizations
Performance: activities and measurable outcomes
Technology: a systematic and systemic approach to solve practical problems(国际绩效进步协会"（ISPI）网址：www.ispi.org)

3，什么是人力绩效技术？(What Is HPT?)Human Performance Technology (HPT), a systematic approach to improving productivity and competence, uses a set of methods and procedures -- and a strategy for solving problems -- for realizing opportunities related to the performance of people. More specific, it is a process of selection, analysis, design, development, implementation, and evaluation of programs to most cost-effectively influence human behavior and accomplishment. It is a systematic combination of three fundamental processes: performance analysis, cause analysis, and intervention selection, and can be applied to individuals, small groups, and large organizations. (国际绩效进步协会"（ISPI）网址：www.ispi.org)

4，绩效技术/人类绩效技术(Human Performance Technology，简称HPT) 答:人类绩效技术是一套方法、程序和策略,被用来解决与人类绩效相关的问题和被用来认识与人类绩效相关的机会.它能被应用到个人、小团体和大的组织.它在实际中是绩际分析(performance analysis) 、原因分析(cause analysis) 和介入选择(intervention selection)这三个基本过程的系统结合.

5，绩效技术是运用分析、设计、开发、实施和评价的系统的方法来提高个人和组织机构的工作业绩的研究领域。未来世界里，最重要的资源是人的智力资源，最重要的技术是开发这种资源的绩效技术。绩效技术可分为企业绩效技术与学校绩效技术两类。; 0

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