ASTD's HPI Certificate Program
According to William J. Rothwell in ASTD Models for Human Performance Improvement, human performance improvement is the systematic process of discovering and analyzing important human performance gaps, planning for future improvements in human performance, designing and developing cost-effective and ethically justifiable interventions to close performance gaps, implementing the interventions, and evaluating the financial and nonfinancial results.
The Human Performance Improvement Certificate program consists of five core courses:
Human Performance Improvement in the Workplace
What is HPI? Who invented it? Is it just another fad, or is it something revolutionary? What am I supposed to do about this request for training, when everyone knows it's a resource issue?
If questions like these are running through your mind, ASTD's foundation class is for you. This cognitive survey class will answer all of these questions and more. Learn the three primary principles that underlie HPI. Understand how contributors from disciplines such as Behaviorism, Management Sciences, Organization Development, and Systems Theory have created a systematic approach to solving organizational problems. See how the HPI model unites these principles under a common process.
HPI in the Workplace is the prerequisite for all other HPI Certificate Program Courses.
Analyzing Human Performance
There seem to be endless variables to consider ... how will I ever find the root cause of these problems? How will I get management buy-in? How will I get access to the data I need? Should I use a survey, a focus group, observation, or document analysis in this situation?
Before you can solve performance problems, you need a systematic approach to get at the real performance gaps and the root causes. Developed in partnership with Human Performance Technologies, Inc., this course will introduce you to the profession's standard front-end analysis tools. Through this course, ASTD gives you access to job aids that will help you get to the bottom of your performance issues. These classic, proven tools have been developed, tested, and refined by Dr. Joe Harless, the leader of front-end analysis. You'll discover how this analysis process is closely linked to the foundation of HPI established through the work and theories of Thomas Gilbert.
Evaluating Performance Improvement Interventions
I'm running a lot of interventions at the same time. How do I track their success? Everyone likes the idea of bottom-line results, but how do I prove we've achieved them? Can I use the evaluation models I've been using for my training program? How do I show HPI ROI?
Even if you have impressive plans to reach bottom-line results, sooner or later you need to prove you've reached them. This course will help you asses the evaluation theories you already know and show you how they apply to the HPI process. Learn the strengths and limitations of familiar evaluation models. See how the Performance Improvement Intervention Model blends the best of other evaluation models and ties directly to Human Performance Improvement work. Find out how to plan and implement your evaluation process. Discover how the groundwork done during the ness and performance analysis phases of the HPI process makes the evaluation process easier. Finally, see why measuring results creates a better ness case than measuring performance.
Selecting and Managing Interventions
Now that I've uncovered more than just training issues, how do I find the right solution? Will they expect me to implement any solutions I suggest? Will I be able to measure the success of this intervention? Could I just give them the solutions I am familiar with and hope things get better?
A Human Performance Improvement approach can be a Pandora's box. Research tells us that more than 80% of the time, performance problems aren't caused by a lack of skill or knowledge within the performer. So what else is there and how do you know how to choose the right solutions?
Transitioning to Human Performance Improvement
How do I get buy-in to transition my department to performance consulting? How do I overcome resistance from my training staff? How can I describe what I do so people understand my new role? I think I have the skills I need to be a performance consultant. Now what?
You have started or are ready to transition to Human Performance Improvement. Now you need to make sure you have the support and resources you need to make HPI a success in your organization. Telling management that HPI brings bottom-line results will not be enough. You will need to articulate the changes you are bringing about and build support for your efforts.
3 Reasons to Earn a HPI Certificate:
- Career Resilience: develop marketable skills that allow you to move beyond training and take your place at the management table.
- Cutting Edge Tools: learn about tools and techniques you can apply immediately.
- Recognition: enhance your reputation for providing results-oriented solutions.
Customized Training
Let us modify any of these standard classes or create a custom course for your organization. For more information, contact Connie Hill at (803) 732-5213 or hillc@midlandstech.edu
Please send any questions or comments regarding this website to ce@midlandstech.edu.
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