Human Performance Technology

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HumanPerformance Technology

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HumanPerformance Technology

Therole of change manager in an organization comprises of amultidimensional approach to issues to realize desired results. Thechange manager steps in to guide the organization through anexhaustive evaluation and probably readjustment of goals andobjectives of an organization (Rothwell, Hohne, &amp King, 2000).The change manager is focused on results and involves all thestakeholders to guide the organization with an aim of achievingoutcomes that comprehensively address the concerns. The changemanager is open in his approach and would welcome the inputs of anystakeholder who is keen to influence positively any set of desiredoutcomes ( Harbour, 2015). The change manager is meticulous on thegoals and objectives that they intend for the organization. The longand short-term goals are clear and measurable (Willmore, 2004). Themanager is also able to assign and clarify the roles of thestakeholders based on their skills. The manager is also keen toaddress any concerns that may arise at the goals formulation stage sothat all stakeholders could collaborate in implementing the desiredchange for the appropriate results.

Severalstrategies must be employed by the modification managers to achievethe change you want to realize the desired outcomes. The coerciveapproach in the implementation of change is applied by changemanagers who have reliable evidence that measures adopted worked inother areas or organizations (Rothwell, Hohne &amp King, 2000). Theapproach is therefore adopted without much consultation as themodification manager acts from a point of information. The people aredirectly ordered by the directors to make the change in the specificareas of the organization. The change managers then make follow-upmeasures to see to it that the requested changes are indeed beingimplemented (Willmore, 2004). The main reason for the follow-upactions is because the approach may not be popular with some of thestakeholders and, therefore, could be resisted. Follow -ups ensurethat changes are effected at each stage to enhance desired outcomes.The normative re-educative strategies are probably the most effectiveways to manage change, based on the fact that the stakeholders actfrom an informed position (Harbour, 2015). It relies on the skillsand experiences that the people have acquired over the years. Thepersuasive approach on other hand, aims at convincing the people thatthe changes are necessary to enhance the objectives and hence theoutcomes of an organization.

Inthe implementation of the changes desired, teamwork is paramount. Asteams form, the individual members may not be familiar with eachother but that change gradually as they enter the storming stage tounderstand why changes are necessary. They share and exchange ideason the nature of changes expected in the organization (Rothwell,Hohne, &amp King, 2000). They are enlightened on the performanceimprovement tools to be employed to enhance the realization of thedesired results. The roles and responsibilities of the team membersare assigned based on their strengths and weaknesses (Willmore,2004). There are also assessment measures to gauge the quality ofresults achieved at the end of each session. Usually, the results areassessed against the goals and performance tools employed in theimplementation ( Harbour, 2015).

Theinformation would be crucial in a workplace where results targeted atthe beginning of a program are not realized or where the performanceteams are deviating from goals (Willmore, 2004). The informationwould, therefore, be applied as an intervention measure to improvethe results of an organization. In marketing, for example, a changemanager could intervene to improve sales’ volumes of a product orservice.


Harbour,J. L. (2015). Leanhuman performance improvement.

Rothwell,W. J., Hohne, C. K., &amp King, S. B. (2000). Humanperformance improvement: Building practitioner competence.Houston: Gulf.

Willmore,J. (2004). Performancebasics: A complete, how-to guide to help you: understand humanperformance improvement (HPI), build confidence to adopt aperformance approach, apply HPI to your practice or organization.Alexandria, VA: ASTD Press.