How Human Performance Improvement (HPI) Training Benefits Your Team

  

                                                                                                            Image source: https://pixabay.com/images/id-3694993/


Did you know statistics show that 70% of what you learn, you will forget the first day? Is it any wonder, then, that 92% of business leaders do not see the value in training? Have you ever wondered if perhaps training is not the answer? What if a simple environmental change could make a positive impact on performance?

 

Having an instructional designer on your team who possesses a knowledge of Human Performance Improvement (HPI) processes can increase your bottom line and help your corporation ensure performance issues are met with the appropriate solution. After performing a needs analysis and measuring the performance gap, the HPI trained professional can find the causes of the performance issue.

 

Take for instance a scenario I encountered in a private institution. I was offered a role in which there had been very little oversight. The departing employee complained that there wasn’t enough time to complete her workload, and there was resulting stress within the team. Customers were also displeased with the turnover rate of three to four weeks. Once I became acquainted with the role, I suggested we refine the process to find efficiencies. The team worked to create a process map and found numerous steps that could be eliminated, automated, and standardized. Through team collaboration on the project, we gained team synergy. We shortened the three to four-week process to a three to four-day process, creating very happy customers. The freedom created for the role also allowed me to take on additional projects for the organization.


At times, however, training might be the best solution. HPI plays an important part in either case. You can count on HPI alignment to give you details around your training such as the six disciplines recommended by Fort Hill Company.



 

If you have an individual trained in HPI processes, they will know how to evaluate the training to ensure the company gets the best results possible and holds the trainee accountable to the learning they receive.

References:

FortHillCompany. (2010, June 16). Pollock-six_disciplines_breakthrough_learning_introduction.mp4. https://www.youtube.com/watch?v=A40sp7Nc6Sk&feature=youtu.be

Sage Media. (2018, February 20). How To Justify the Expense of L&D - Sage Advice: Episode 35. https://www.youtube.com/watch?v=5bEj8CJlMyM


All images are creative commons licensed for re-use.

About the Author

Anna Miller is a student in the Boise State OPWL (Organizational Performance and Workplace Learning) program where she is expanding her knowledge of Human Performance Improvement (HPI) and enhancing her process improvement skills. She enjoys using her strengths to find performance opportunities for organizations and individuals, finds satisfaction in mentoring and training others, and has a passion for serving others. You can learn more about Anna by viewing her online portfolio.

Location: United States

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