This study explores strategies for companies to gain competitive advantage amid technological innovation and transformation. By applying the human performance technology model to a global multinational corporation, Company A, we analyzed performance issues and solutions. Key findings identified deficiencies in the compensation system and career development tools, with strategies proposed to address these issues. Success factors include executive support, clear goal setting, and alignment of strategy and execution. This research offers practical insights into building performance-oriented organizations and is expected to contribute to the field of performance consulting.

HPT research studies and practices have been largely conducted in the corporate setting, leaving education as a neglected context despite its strong emphasis on performance in teaching, learning, and school management. In this study, we examine the application of the HPT standards and their effects on Korean teachers’ performance goal achievement for students. With HPT standards, we also investigate the interaction effect of teacher tenure on the relationship among HPT standards and goal achievement. The Hayes Process Model is adopted to examine the second-stage moderated mediation model. The findings support that the principle standards positively mediate the effect of the process standards on the teachers’ goal achievement, and teacher tenure moderates the HPT standards’ effects on goal achievement. The practical and theoretical implications of the results are discussed, as well as limitations and future research suggestions

Human performance technology (HPT) has over 30 years of practice in real working settings and research in academia. The application of HPT principles, strategies, and models is aimed at solving performance problems and improving performance at all levels. Performance is the key word, and to improve performance is the value that HPT brings to individuals, organizations, and society. This article addresses questions centering on performance: 1) Where does the word performance come from? 2) What does performance really mean in HPT? And 3) what is HPT studying about performance? The concept of performance comes from Gilbert’s notion of worthy performance which distinguishes behavior from accomplishment. Specifically, accomplishment is the positive and valued outcomes of behavior and the transaction from behavior to accomplishment is the performance that HPT focuses on. Performance is not a simple term, but a complex system in which factors are interacting with each other to affect performance. As a science of performance, HPT applies systematic approaches to investigate the relationship between and interaction among the affecting factors in a performance system.

The purpose of this article is to examine the possibilities of Human Performance Technology (HPT) under the background of global economy. First, two kinds of culture, national culture and organizational culture are introduced and compared. Next, the impact of cultures on human learning and working performance is examined in the aspects of learning and training, management, and global cooperation. And then the article proposes different strategies for managing the factor of culture to achieve desired performance, including diffusion and adaption. In addition, it is considered that how the proposed strategies can be utilized for public education systems. Finally, further research agenda is addressed Living in a culture is like swimming in the water is for a fish: one does not recognize one’s basic cultural values and beliefs as being there. They are the water one swims in. Everything one does takes this water into account unconsciously (Addison & Wittkuhn, 2001, p. 16). Pushing harder and harder on familiar solutions, while fundamental problems persist or worsen, is a reliable indicator of nonsystemic thinking- what we often call the “what we need here is a bigger hammer” syndrome (Senge, 1994, p. 61).