Dieser Teil unserer Website ist leider nur in englischer Sprache verfügbar, da alle verwendten Modelle aus dem amerikanischen Sprachraum stammen. Als Mitglied der International Society for Performance Improvement orientieren wir uns in unserer Arbeit am von der ISPI entwickelten Modell der HUMAN PERFORMANCE TECHNOLOGY HPT.

"HUMAN PERFORMANCE TECHNOLOGY HPT uses a wide range of solutions that are drawn from other disciplines including behavioral psychology, instructional systems design, organizational development, system theory, and human resources management. As such, it stresses a rigorous analysis of present and desired levels of performance, identifies the drivers for the performance gap, offers a wide range of solutions with which to improve performance, guides the change management process, and evaluates the results.

The HPT Process begins with a comparison of the present and the desired levels of individual and organizational performance to identify the performance gap or opportunities. A performance analysis is then done to determine what impact the work environment (information, resources, and incentives) and the people (motives, individual capacity, and skills) are having on performance. Once the performance gap and the factors have been determined, the appropriate solutions are designed and developed. These may include measurement and feedback systems, new tools and equipment, compensation and reward systems, selection and placement of employees, and training and development. The solutions are then implemented and the change process managed.

Evaluation is done after each phase of the process. Initially, formative evaluation assesses the performance analysis, intervention selection and design, and intervention and change phases. Then evaluation focuses on the immediate response of employees and their ability and willingness to do the desired behaviors. The final evaluations are centered on improvement of business outcomes (such as quality, productivity, sales, customer retention, profitability, and market share) and determining return-on-investment for the solution". ©ISPI www.ispi.org

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