HUMAN PERFORMANCE IMPROVEMENT (HPI)

In the 1950’s and 1960s Human Performance Improvement came from the fields of educational technology and instructional technology. This led to the beginnings of HPI as a separate field. As early as 2008, HPI started to grow as a systemic and systematic approach to respond to complex types of performance issues and to assist in the proper diagnosis and implementation solutions to close performance gaps among individuals. There are three main influences on Human Behavior: Job or Individual level, Process level, and Organizational level. This white paper will focus on identifying the role of organizational culture in Human Performance and recognize how organizational structure supports HPI.