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Our current economic era is characterized by rapid and unprecedented change and we face opportunities unlike any we have encountered before. However economic success in the marketplace is no longer ensured. In this economic era, the greatest strides in increasing economic competitiveness is coming from our most critical resource which is people. Workforce performance is taking on new significance. Human Performance Improvement (HPI) is the key to global competitiveness.
HPI is a blueprint for managing change to achieve exemplary human performance. It is a systematic approach to analyzing, improving, and managing performance in the workplace through the use of appropriate and varied interventions (American Society for Training and Development,1992. p.1) HPI is an approach to finding cost-effective ways to help people perform their jobs better. Some synonyms of HPI are performance consulting, performance engineering, and performance quality improvement.
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Discover how-to design human resource management performance systems to manage, improve and then sustain human performance in non-profit organizations, business and industry, government and military service, academic and research institutions, the health professions, and internal/external consulting organizations.
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Discover valuable information to help you design creative, effective and cost-efficient human resource management performance systems in our education system and in your business organization.
Although training and education are critical to achieving your business goals, meeting the educational challenge is just a portion of the solution. Your workforce needs an exemplary learning system, but it also requires a clear focus on what a trained workforce needs to produce at the end of training. To achieve exemplary performance, you need to implement and manage a HPI system. The HPI system needs to be the core of your human resource function if it is to help you cost-effectively achieve your business goals. In today's competitive global marketplace, it is essential that organizations optimize the performance of every individual and team to achieve desired business results. The performance of individuals and teams vary greatly across the organization - whether measured in quantity or quality of output, or the impact their results have on the bottom line. Today's Executives, Managers, and Supervisors need to prepare for tomorrow by ensuring all employees are in the right positions and with the right skills and tools to ensure they can perform at an optimum level for the assignments at hand. Do you need executive coaching services with personal attention that helps you find solutions and gain a competitive edge by putting improvement theory and practice to work? Learn how-to improve your effectiveness within today’s global information-based business environment economy. Focus your energy, resources and investments on improving the the the Potential for Improving Performance (PIP). The PIP is the ratio of exemplary performance to typical performance. How can you cost-effectively improve the percent of of exemplary performers in your organization?
The Solution: Raise the bar for your workforce performance expectations. Recognize the difference in value between an average and exemplary performer. Helping employees become exemplary performers is the most cost-effective way for you to get the greatest possible return on your training and performance improvement investments. Learn how-to use exemplary performers to set performance standards as they demonstrate the most sustained worthy performance that we can reasonably expect. Use exemplary performance to establish the level of performance your employees should be expected to reach and to assess the potential for improving performance. Exemplary performers represent an organization's ideal workforce, yet they typically make up approximately 10% of employees. This gap provides the real opportunity for organizations to significantly improve workforce performance. Enhance your organization's bottom-line results through easy-to-learn systematic analysis, design, development, implementation and evaluation of cost-effective interventions. Invest your dollars in areas that will yield the largest return-on-investment. Learn a method for calculating the potential value that you will receive by bringing workforce performance to the exemplary level. This technique is a critical tool for realizing the value of having a workforce of exemplary performers.
Discover a Practical and Performance-Based Method for the Improvement of Organization Performance
HPI is used when you are creating an entirely new job, for a new function that didn't exist before, or if you need to diagnose problems of existing jobs. For example, if someone isn't selling enough product, or if there are too many accidents, then use HPI to identify why. Then use HPI to design the most effective and cost-efficient solution. How would you know that someone was performing HPI well? You would look at their accomplishments. Also you would look for a variety of outputs such as feedback systems, job aids, work process reengineering documents, and a low frequency of training interventions. In addition you will see your business goals accomplished such as reduced cost, increased revenue, improved safety and improved customer satisfaction.
"We have learned to live in a world of mistakes and defective products as if they were necessary to life. It is time to adopt a new philosophy in America." Dr. W. Edwards Deming 1900 - 1993
Discover Power Tools for Incredible System, Workforce and Education Results
Achieving and sustaining exemplary workforce performance is largely dependant on all employees knowing and doing what is expected from them, and how it is expected, in alignment with culture changes and changes in the business plan. Learn how to use a fully-integrated Human Resource Architecture, including a performance management system, that results in outstanding human resources practices.
For any questions, comments, concerns, work requests, or to schedule in-house workshops please send email to: doug@dougmead.com,