本研究主要目的在探討人力績效科技的內涵及瞭解企業實行人力績效科技的需要性，所採用的研究方法係文獻分析和問卷調查法，藉以探討出企業人力資源部門對人力績效科技基本概念的同意程度、執行績效改善方案的需要程度及重要程度。「問卷調查」係採文獻探討暨參酌學者專家意見所編製之「企業實行人力績效科技需要性之研究意見調查問卷」，以商業週刊1999年出版之一千大企業排名光碟為抽樣母體，隨機抽樣310家企業之人力資源部門為問卷調查對象，共回收94份問卷，而有效問卷為90份，所得資料以「次數分配」、「百分比」、「平均數」、「標準差」、「t檢定」、「單因子變異數分析」等統計方法加以分析，以獲得最後的結果。
本研究的主要研究結論如下：
一、人力績效科技是一種系統化的方法，協助組織或員工確認績效問題，找出產生績效差距的原因或障礙，並進一步設計發展出最適合之績效改善方案以快速有效的改善績效問題，達成組織或個人的目標。
二、人力資源發展部門透過系統性的績效改善方案達成有效的協助員工改善績效及達成組織目標；而系統性的步驟包括分析、選擇、設計、發展、實施與評鑑。
三、教育訓練是企業最常使用的績效改善方法，為了使教育訓練更符合成本效益，因此實行人力績效科技將使教育訓練成為更具策略性的績效改善工具。
最後，本研究根據結論，分別提出相關建議事項，以供人力資源發展部門、HRD專業人員、及後續研究參考。

The primary purposes of this study were to explore the theory of human performance technology and to investigate the necessity of enterprises implementing human performance technology. To fulfill the research purposes, literature reviews and questionnaire survey of the random samples of Top 1000 companies in 1999 were used to collect data. Furthermore, collected data was analyzed using descriptive statistics, T-test and ANOVA. Several conclusions were drawn from the research findings.
The conclusions of this study were listed as follows:
1.Human performance technology is a systemic and systematic approach to identifying performance problems, and finding the reasons or barriers of performance gaps. Then, solutions were created to quickly and effectively remove the barriers and to improve performance for achieving the goals of organizations or individuals.
2.Human resource development departments use systematic performance improvement approach to effectively assist individuals to improve performance and attain the goals of organization; Analysis, selection, design, development, implementation and evaluation are included among the systematic steps.
3.Enterprises use training to assist individuals to improve performance most often. Therefore, implementing human performance technology will make training more cost-efficient and be a more strategic tool of performance improvement.

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郭生玉（民86）。心理與教育研究法。台北：精華。
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