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| Human Performance Engineering to Achieve Desired Results |
| Friday, May 26, 2006 |
| 10:00 AM–5:00 PM |
| Techwood |
| Area: EAB; Domain: Applied Research |
| CE Instructor: Guy S. Bruce, Ed.D. |
| GUY S. BRUCE (Appealing Solutions, LLC) |
| Description: This workshop is designed to teach a practical and efficient approach to improve any type of human performance. The method is called Human Performance Engineering, (HPE) because like other types of engineering, it is an application of scientific principles to solve human problems. HPE is the application of behavior analysis to solve human performance problems so that individuals and organizations can achieve desired results. The process is called PARSE, an acronym which stands for 1) Pinpoint performance problems worth solving, 2) Analyze their causes, 3) Recommend the best solutions, 4) Solve the problems by designing and implementing the best solutions, and 5) Evaluate effectiveness, efficiency and return on investment of the solutions that you implemented. The PARSE process is cybernetic or self-correcting, because human performance engineers use data on the effectiveness, efficiency, and return on investment of their solutions to redesign their solutions until they have achieved their desired results at an acceptable cost. The skills you acquire in this workshop will allow you to solve performance problems at the individual, process or organizational level. |
| Learning Objectives: At the conclusion of the workshop the participant will be able to perform the following skills: 1) After collecting information about a client�s desired results and the performance necessary to achieve those results, the designer will pinpoint the client�s performance problems by a) defining the client�s desired results and performance and b) evaluating current results and performance to decide whether the problem is worth solving. 2) Given information about the causes of a client�s performance problems, the designer will analyze those problems, classifying them as �can-do,� �know-how,� and/or �want-to� problems and identifying their causes as defective resources, training, and/or reinforcement contingencies. 3) Given an evaluation of the client�s current performance problems and an analysis of their causes, the designer will list possible solutions, considering the estimated value, cost and compliance of each solution with ethical standards, and recommend those solutions with the best return on investment. 4) Given a list of recommended solutions to a performance problem which may include resources, training, and performance management, the designer will solve the problem by designing and implementing the solutions. 5) After collecting measures of improvement in performance and results, the time and costs to produce the improvement, the designer will evaluate solution effectiveness, efficiency, and return on investment, and recommend design changes needed to produce further improvements. |
| Activities: 1) Fluency practice. Participants will gain fluency in component skills of human performance engineering by practicing with flashcards, measuring and graphing their own learning efficiencies. 2) Practice solving human performance problems. Participants will practice solving human performance problems with case studies provided by the instructor. 3) Engineer solutions to human performance problems. Each participant will pinpoint a human performance problem, analyze its causes, recommend the best solutions, solve the problem, and evaluate the effectiveness, efficiency, and return on investment of the solutions. 4) Discuss performance engineering projects. Participants will discuss their performance-engineering projects, presenting their work to the instructor and fellow students and helping their fellow students solve project-related problems. |
| Audience: This workshop will be of interest to anyone responsible for solving human performance problems, whether these exist at the individual, process, or organizational levels. For example, it can be used by process engineers, trainers, and managers to improve individual, process, and organizational performance or it can be used by individuals to improve their own performance. It is designed to solve can-do, know-how, and want-to problems, by incorporating solutions from a behavior-analytic approach to the fields of process improvement, instructional design and performance management. For example, HPE can be used to evaluate and improve the design of information, procedures, and tools, or the design of training or educational programs, or the design of performance management procedures. |
| Content Area: Practice |
| Instruction Level: Intermediate |