Models of Change

In addition, the team also wanted to use the human performance improved methods to promote success. Initially, the team’s department had developed a long term goal which frequently inconvenienced the team members, especially when there was a new project. Historically, training on the projects was being focused for the clients. The incoming projects were also beyond the team members’ capacity to handle them. The team needed a training that would promote an individual’s capacity to handle more work, rather than an individual’s skill on a specific topic or area. Additionally, all projects were monitored individually rather than collectively (Van Tiem, Moseley amp. Dessinger, 2012).There is a clear relationship between the company’s change program and the HPT model in implementing change. The company significantly wanted to expand its operations capacity and its employee’s level of service by using non training methods in order to realize the projects value (Binder, 1998).The HTP models were used to improve the employees’ performance in order to enhance effectiveness in the organization. The HPT model recognizes the importance of the organizational and the individual factors in influencing an employee’s performance. The individual’s factors include capacity, knowledge and motives. The organizational factors include incentives, its instruments and data. The company hopes to improve its capacity and employees skills which are linked to the HPT individual factors of influencing behavior (Binder, 1998).The company’s change initiative is interrelated with the HPT model, such that the organization will not achieve its goal unless it changes the HPT individual factors. The company will need to equip its employees with the right knowledge in order to explain to the customers effectively. Through the employees acquiring the right skills and knowledge, the problem of over burdening