It’s Origins

HPI is an outgrowth of Instructional Systems Design and programmed (behavorial) instruction resulting from its popularity during WWII.

In the early 1990s, performance based training began to influence training practitioners with the focus on not just closing the knowledge gap (training) but assuring that training changed on-the-job performance and that the changes benefited the organization by focusing on critical business issues.

Recognizing other organizational and environmental influences on the success of adoption, the name soon changed to Human Performance Technology (HPT) and incorporated the three major disciplines of Human Resources (HR) Development: training, organizational development, HR management.

Today, the name HPT is still used but the more common term is Human Performance Improvement (HPI) or Performance Consulting.

Click here for List of Literary References for HPI/HPT. 

HPIS ToolBox (Click Here to request our newsletter for small increments of teachable moments) 
Available Issues:

  1. ►March, 2009 Featured Piece - HPI: Why it's More Than a Training Fix
  2. ►June, 2009 Featured Piece - The Six Boxes Model and Deans' 6 "Blocks" of Performance Solutions
  3. ►March, 2010 Featured Piece - Aligning Performance to Influence Organizational Results 
  4. ►June, 2010 New Feature - Qualified Trainers Corner including QT Tip # 1                   

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view the 4 Common Problems HPIS Consulting Solves

A:It is the systematic process of discovering and analyzing important human performance gaps; developing and implementing cost-effective and ethically justifiable solutions to close performance gaps, and evaluating the financial and non-financial results.

Adapted from ASTD Models for Human Performance Improvement, Second Edition William J. Rothwell, ed.