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Human performance technology (HPT), also known as human performance improvement (HPI), or human performance assessment (HPA), is a field of study related to process improvement methodologies such as organization development, motivation, instructional technology, human factors, learning, performance support systems, knowledge management, and training.
In 1973 the name was changed to National Society for Performance and Instruction to reflect a broader interest in improving workplace performance using solutions that are both instructional and non-instructional (job-aids, work redesign, process improvement, etc.). [7]
Thomas F. Gilbert (1927–1995) was a psychologist who is often known as the founder of the field of performance technology, also known as Human Performance Technology (HPT). Gilbert himself coined and used the term Performance Engineering.
Ergonomics (or human factors) is the scientific discipline concerned with the understanding of interactions among humans and other elements of a system, and the profession that applies theory, principles, data and methods to design to optimize human well-being and overall system performance.
The human resource consulting industry has emerged from management consulting and addresses human resource management tasks and decisions. [ 1 ] The Expert Resource Consultant suggests solutions based on expertise and experience, and assists in their implementation.
The human performance improvement industry uses job analysis to make sure training and development activities are focused and effective. [3] In the fields of human resources (HR) and industrial psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation. [9]