The Human Performance System

The human performance system approach is based on the premise that human performance can be understood as a system comprised of critical factors in the individual’s immediate work environment that influence the individual’s behavior and the subsequent accomplishment, or lack thereof (Dean, 1999).  Performance, therefore, is the behavior plus the accomplishment.  Table 1 outlines the six subsystems or factors that comprise the human performance system.

 Table 1

The Six Subsystems of the Human Performance System

	Factor	Description
1	Performance Specifications	Expectations of the outputs and standards that comprise job goals and feedback about the outcome
2	Task Support	Inputs and logical procedures that help the performer do her job
3	Incentives	How a performer is told to either continue or change performance
4	Skills & Knowledge	The basics, required for the job
5	Individual Capacity	The performer’s own intellectual, physical, mental, and emotional capabilities
6	Motives	Intrinsic motivation of the performer

Source:  Dean, 1999.

These six subsystems are subject to intervention such that individual performance might be modified and improved.  According to the human performance model, the intervention to the subsystems is completed in a systematic way and is grounded in scientifically derived theories and consistent practical empirical evidence (Dean, 1999).