Human Performance Improvement

Human Performance Improvement (HPI) is to achieve, through people, increasingly successful accomplishments that are valued by all organizational stakeholders, including those who perform their managers, their peers, the organization as a whole, shareholders, customers, regulatory agencies and even society itself (pag. 135).  HPI stresses a rigorous analysis of requirements at the societal, organizational process and individual levels as appropriate to identify the causes for performance gaps, provide appropriate interventions to improve and sustain performance, and finally to evaluate the results against the requirements.

I think that the principals laid out by Gilbert on page 137 can be well applied to the educational system. These principals emphasize the need to account for the many environmental factors that affect how people (teachers, students) perform their work, achieve their valued results (learning), apply their work process (understanding) and exhibit their behaviors. What I like from these principals is that he states that even if you provide some factors and lack others, there will not be success in the workplace (in our classroom). It means that we need a combination of different factors (motivation, knowledge, understanding, hard work, rewards, accomplishments, performance) for success in classroom.

I also see that the ideas on Gilbert’s Behavior Engineering Model can help me as a teacher and my students at school, especially cell 1: environment information and cell 2: environment resources. These cells describe clearly most of what we teachers are supposed to do in order to accomplish our job.

Reference

Reiser, R. & Dempsey, J. (2012) Trends and Issues in Instructional Design and Technology.  Third edition. Pearson Education. Boston, MA