š§ The HPI Process: Beyond Training
The core function of HPI is to systematically analyze a performance gap (the difference between desired performance and actual performance) to determine the root causes before jumping to a solution.
The Six Drivers of Performance
As noted, the HPI process reveals that a lack of Knowledge and Skills is only one potential driver of a performance problem. The remaining five drivers often require non-training interventions.
A common HPI framework, often associated with models like those developed by Thomas Gilbert or Geary Rummler, categorizes these drivers into organizational, environmental, and individual factors:
| Performance Driver | Example of Non-Training Solution |
|---|---|
| Lack of Information (Feedback/Expectations) | Clear job aids, performance dashboards, improved communication of goals. |
| Lack of Tools/Resources | Upgrading equipment, redesigning workflows, providing better software access. |
| Inadequate Structures/Guidelines | Clarifying organizational roles, revising standard operating procedures (SOPs), aligning metrics. |
| Lack of Motivation/Incentives | Implementing a new reward system, coaching, or restructuring compensation. |
| Lack of Health/Physical Ability | Ergonomic adjustments, vision screening, or physical health programs. |
| Lack of Knowledge/Skills | Training, coaching, or mentoring. (This is where instructional design fits). |
The Power of Performance Improvement Solutions
The benefit of using the HPI process is that it leads to Performance Improvement Solutionsāinterventions that are often faster, cheaper, and more impactful than training.
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If the issue is a confusing process (Structures/Guidelines), the best solution is to fix the process, not train employees on how to navigate a broken one.
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If the issue is that the necessary data is hard to find (Lack of Information), the solution is to create a digital dashboard, not train employees on complicated search methods.
By using HPI, the T&D professional ensures that training resources are only invested when a true knowledge or skill gap is identified as the root cause of the performance problem, leading to better ROI and measurable behavior change.