OD and Human Performance Technology

OD and Human Performance Technology

by Harold D. Stolovitch, Ph.D.

I am frequently asked to explain the difference between organizational development (OD) and human performance technology (HPT). Since both are aimed at improving the performance of people and organizations, why bother with two separate fields? The simple answer is that despite similar aims, there are considerable differences in practice, style and focus.

What Is OD?

OD is the field of study and practice that focuses on various aspects of organizational life, including culture, values, systems and behavior. The goal is to increase organizational effectiveness and maintain optimal organizational health through planned interventions in process or operations. Generally, OD services are requested when an organization or one of its major parts requires or experiences significant change. OD consultants provide planned approaches and structured activities to work through change to achieve desired improvements.

OD is characterized by a distinct consulting method that focuses on the people, culture, processes and structure of the organization. A primary OD goal is to optimize the entire organizational system by ensuring all elements are harmonious and congruent. Performance suffers when organizational structure, strategy, culture and processes are misaligned.

What Is HPT?

HPT is a set of methods and processes to solve problems or realize opportunities related to people performance. It may be applied to individuals, small groups or large organizations.

The field of study and professional practice tries to engineer accomplishments from human performers. HPT professionals adopt a systems view of performance gaps; systematically analyze both gaps and systems; and design cost-effective, cost-efficient interventions based on data analysis, scientific knowledge and documented precedents, in order to close the gaps in ways all stakeholders value.

OD + HPT

Both are concerned with improving performance. In many ways, they are complementary. However, the words and style in the descriptions reflect fundamental difference between the two. OD deals with the overall health of the organization. It comes into play when the organization is not functioning properly or will have to alter its way of operating. HPT focuses on identifying and closing specific performance gaps. It springs into action when required results are not achieved. OD emphasizes organizational effectiveness and is called upon when a major change affecting the entire organization is anticipated or occurring. It relies on consultant intervention, bringing together all the affected players and groups, and facilitating communication and decision making. HPT is applicable to any human performance gap, whether it results from change or from ineffective practices, improperly aligned incentives, lack of appropriate skills or environmental obstacles preventing desired performance.

Measured HPT professionals apply are narrow-beamed, usually concerned with cost-effectiveness, efficiency and productivity. HPT operationally defines performance as valued, verifiable accomplishments derived from costly behavior.

Vive la Difference!

To summarize, OD is a field of practice aimed at analyzing the functioning of an organization, facilitating change and, through its process-consulting capabilities, bringing disparate elements of the organization into alignment, generally around planned change. HPT is also a field of practice. However, its concern is with improving verifiable performance through people. Its starting points is any business need, from improving nuts-and-bolts production or reducing wastage and scrap to improved processes and productivity. It is bottom-line centered and not consultant dependent. If producing a simple printed job aid achieves desired behavior and accomplishments, it has been successful.

HPT is closely associated with hard-core measures directly linked to specific performance interventions that produce observable, measurable results. OD is characterized by facilitation and communication practices. OD frequently employs surveys in its professional work. Its aim is the smooth, coordinated and aligned functioning of the organization. HPT is driven by data, derived from actual observation and testing. It is often more directive.

I have found that HPT's front-end analysis and systematic design and development methods resonate well with OD practitioners. I have certainly profited from OD expertise in consulting skills and methods for building consensus and coordination around performance improvement goals. OD and HPT, in my view, make a great team.

[About the Author: Harold D. Stolovitch, Ph.D., CPT is a principal of HSA Learning & Performance Solutions LLC and is emeritus professor of instructional and performance technology at the Universite de Montreal.]