HPI (Human Performance Improvement)

HPI…the Miracle Elixir!
Just received a ridiculous training request from a stakeholder? No worries!
Consult like a pro and at the same time add value when discussing training and non-training related requests with stakeholders by incorporating Human Performance Improvement (HPI).
Successful organizations require continuous and sustainable human performance improvement (HPI). As Learning & Development (L&D) teams, we are typically on the front line and expected to provide guaranteed solutions to either correct or improve performance issues.
The term HPI has been around many years. Yet many organizational stakeholders do not truly understand what HPI is other than ‘send to training to correct the problem…’
What does HPI really mean? And how do we as L&D professionals incorporate it into our training deliverables as well as explain it to organizational stakeholders in terms they can understand? Let’s face it, the majority of times training is expected to solve performance issues that are not training related.
Here are some things to consider:
Just because you have agreed upon a performance outcomes and goals with your stakeholder, does not mean the outcomes and goals will be successful. Human performance can either support or impede the desired outcome.
Research has determined that there are 6 factors that impact performanceundefinedeither to support or interfere with desired performance.
With existing employees, these factors are oftentimes overlooked because of a limited perspective that says, “If they aren’t performing well, send them to training. If that doesn’t work, send them to more training.”
We almost never hear,
• Our reward system must be outta wack!
• Have we made it clear what we expect them to do?
• Did we provide the right training? Was training really needed?
• Are we (management) the ones who are really out of touch versus our employees?
Training is only one of the six factors of human performance that needs to be considered when performance improvement is required. L&D teams are in a unique position to add value to organizations by consulting with stakeholders on the six factors of human performance and how performance can be improved and sustained. Remember, although training is usually the dumping ground for performance issues, we seldom are the root cause!
During this min-workshop dinner meeting, we will explore how as L&D professionals we can provide valuable HPI consultative services to our organizations. By the end of this workshop you will be able to: