The Human Performance Improvement (HPI) System
Human Performance Improvement is set of methods and procedures, and a strategy for solving problems and for realizing opportunities related to the performance of people that make up the workforce. HPI can be applied to individuals, small groups, and large organizations. HPI is a systematic combination of four fundamental components: performance analysis, cause analysis, intervention selection and intervention implementation. Do you need to help your average performers become exemplary performers? Do you have the potential for improved performance in your organization? Would improved employee performance help you better accomplish your business goals?
Tip: Take the initiative to read "Human Competence: Engineering Human Performance" by Tom Gilbert, New York: McGraw-Hill, 1978 (Tribute edition published by HRD Press and ISPI Publications, Washington D.C.,1996)
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Identify the mission and most valuable business accomplishments.
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The HPI system Identifies the most critical business results, metrics and tasks where the greatest impact can be made.
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High impact positions are analyzed for accomplishments and tasks that define best practices of ideal, top performers.
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Identify star performers (exemplary individuals who produce the most value).
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Determine what those star performers are doing to produce exemplary performance.
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Prescribe changes that enable average performers to excel as well as the exemplary performers.
Strengthen your business performance and productivity with a behavior engineering model. Many traditional learning solutions are not tied to business goals and do not provide the ingredients necessary to ensure employee's success. How does an organization create alignment between its key business goals and the objectives of individual contributors while maximizing effectiveness? Human performance problems are multi-dimensional. When we encounter a performance problem, we often find there is more than one cause for the problem. Therefore it is essential to complete a performance analysis to enable you to custom design a balance of the most appropriate solutions that consistently result in exemplary human performance. Human Performance Improvement (HPI) Systems have been developed to effectively deal with this complexity based on research conducted by Tom Gilbert and the Harless Performance Guild, the world’s first and foremost leader in the field of Human Performance Improvement. The purpose of a human performance improvement systems is to: select, analyze, design, develop, implement, evaluate, and monitor programs to influence job performance cost-effectively. Hundreds of projects have been conducted to learn the most effective way to impact people's performance in the workplace. This is an opportunity to tap into thousands of hours of research in the field and apply it in your situation. Learn time-tested, proven ways to align your organization’s goals from the top to the bottom. All of the interventions derived from applying HPI are integrated to provide unparalleled effective and efficient human performance that directly supports the achievement of organization goals. The driving force is to shorten the time to competence while helping individuals produce exemplary results. Implement the HPI system in your organization and sustain world class performance, week after week, year after year. Participants return to the job with the highest level of competence and a greater understanding of how work supports the achievement of organizational goals! Prepare for future challenges by obtaining the most timeless performance-based learning content and knowledge sharing systems available. This state-of-the-art performance-based learning process allows easy access to useful and inspiring how-to information anytime and anywhere you need to use it. The following components collectively make up Exemplary Performance Systems that allow our clients to design and deploy the best and most cost-effective solutions to attain business goals.
The identification of exemplary performance involves interviews, observations and analysis of people performing at various levels. Those techniques are structured around an "accomplishment-based" philosophy. That philosophy seeks to determine what accomplishments, or outputs of value, most contribute to star performance. Once the accomplishments are defined, the processes and tasks that produce those accomplishments are mapped. The final step is to determine those factors, such as skills, knowledge, motivation, etc. that most contribute to an individual performer consistently producing those accomplishments. This system continues to work with energy companies, software companies, federal agencies, and telecommunications companies to name a few. The performance of employee work groups are typically represented by a bell curve with a handful of star performers, a handful of people performing at some minimum acceptable level, and the majority clustered around an average performance level. Our focus is working with those handful of star performers and extrapolating the likely differences between star and average performance. The concept underlying this consistently successful system approach is that people perform at star levels because of specific, identifiable factors.
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Some of the factors include the level of experience, unique techniques, and very specific skills and knowledge.
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Some factors are process differences and work environment differences involving tools and equipment.
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Still other factors include performance feedback and other influences that affect the motivation and incentives of star performers.
The key to achieving significant cost-effective performance improvement within a work group is to use an HPI to analyze the performance of the star performers and identify those factors most responsible for exemplary performance. We help clients learn to use the HPI System to design, develop and implement appropriate training classes, work environment tools or other means of transferring those star factors to the rest of the workgroup. See how leading companies continuously increase the effectiveness of their training investment while reducing the cost of their training. See how to ensure that your training curriculums have a significant, measurable, and positive influence in the achievement of your organizational goals. I have spent the last thirty-two years helping clients learn how to use the HPI System to improve business performance, outperform competitors, grow market opportunities and improve employee retention. We have partnered with numerous clients on hundreds of successful performance improvement projects resulting in millions of dollars of return-on-investment. We help clients succeed in today's competitive global marketplace and meet corporate goals by cost effectively improving current performance and plan for improved future performance.
The following The HPI System workshops are presented In-house at your facility.
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Project Alignment
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Planning Interventions
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The following workshops are presented In-house at your facility and are available through ASTD Public Workshops.
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Performance DNA Analysis Workshops; www.ppg-us.com.
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Performance DNA Training Design Workshops, www.ppg-us.com.
For any questions, comments, concerns, work requests, or to schedule in-house workshops please send email to: doug@dougmead.com,