خلاصة:
Abstract: The issue of performance improvement, is among the major challenges of human resource development. In response to this problem, human performance technology - which is also known as Performance Engineering or Human Performance Improvement Knowledge presents systematic ways, to identify the barriers to individual and organizational performance and how to deal with them .The present study is an attempt to design a model for implementation of human performance technology in SAPCO. This study is an applied research as to its user, and was carried out through a survey. The qualitative and quantitative data was collected from managers of SAPCO. Qualitative analysis was performed using content analysis and for quantitative analysis t-test and friedman test were used. The qualitative phase included 7 interview (saturation level) and the quantitative phase included 58 participants. The participants were selected through census method. The findings show that nine key elements were explored for implementation of human resource performance technology in SAPCO. These are: perception analysis, strategic consistency, performance analysis, performance implementer analysis, intervention selection, feasibility analysis, designing, development and implementation of interventions, change management, and assessment.
ملخص الجهاز:
Finally, 9 key components were identified for implementing Human Performance Technology in SAPCO company, which are respectively: perception analysis, strategic alignment, performance analysis, performer analysis, intervention selection, feasibility analysis, design, development and implementation of interventions, change management, and evaluation.
Many efforts have been made by organization specialists towards designing a comprehensive performance management system, and in this direction, examining Human Performance Technology models and designing an optimal model for its implementation in the organization as a way to identify the gap between the performance level and the ideal state appropriate to the organization's conditions, analyzing the causes of the gap, and providing solutions to reduce the gap level and achieve desired performance, has been proposed as a research priority in the organization.
The goal of this research is to present a model for implementing Human Performance Technology in SAPCO company, which can answer how to achieve performance improvement and enhancement in this organization.
Table No. 1: Classification of human performance technology models (Refer to the page image) Qualitative phase In this stage, first, based on the research background under review, interview questions were designed in 13 thematic sections.
Generally, the managers and experts of SAPCO company believe that in an organization, common goals that define the desired future state, as well as the deep belief of employees in the existence of organizational strategies, and the announcement, communication, and making strategies visible to everyone—all of which are part of perception analysis—can be helpful in creating a desirable Human Performance Technology system.
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