Consider the following terms: training, HRD, HPT, OE, and management. Training is a specific type of intervention designed to increase specific knowledge, skills, or attitudes of workers. Training is one of many HRD (human resource development) interventions; examples of other HRD interventions include team building, work and/or job re-design, and goal setting. HRD is a related, but distinct, perspective on improving workplace performance from HPT (human performance technology). HRD is more likely to put the individual worker at the center of the action while HPT is more likely to put workplace systems at the center. An OE (organizational effectiveness) perspective tends to look at workplace output or productivity as a function of the organization’s structure and subsequent interrelationships between and among groups and processes. This perspective puts the structure of the organization at the center of the situation. And finally, management is ultimately responsible for achieving organizational results. All too often, however, management gets caught in the middle of the confusion about terms and perspectives.

While the confusion and controversy stems from the underlying origins of the perspective, many consultants get bogged down in semantics and “turf wars” and are unable to view the same phenomenon from various points of view. It is important to remember that the ultimate outcome of all these perspectives is the same: to improve the output or productivity of the company in question.

ID.E.A.S That Work, LLC has the ability to navigate these various perspectives and to work with management and other professionals as they all pursue the same goal: to improve the output of the company.