ASTD HPI Model

The ASTD HPI (Human Performance Improvement) model is a framework for considering
organizational improvement. The objective of the model is to allow practitioners to solve
organizational problems. It is a complete lifecycle model that affords the user with a
systematic and structured performance improvement process.

The goal of the model is to perform a complete review of the issue(s) confronting the
organization. It starts with a business analysis to identify organizational goals and follows
with performance analysis, root cause analysis, intervention selection, intervention
implementation, and finally, the evaluation of results. These steps are described below:

Business Analysis

Business analysis is where the organization’s mission, vision, goals, and strategies are explicated
and reviewed. The output from this process are measurable, targets are set for the organization or
business unit (ATD, 2013, p. 104). In addition, the practitioner should identify internal and
external environmental strengths, weaknesses, opportunities and threats, the organization's goals.

Performance Analysis

Performance analysis identifies the problem or performance gap by noting the desired
performance, actual performance, and the gap (discrepancy) between them. In addition, this
phase should include identifying the factors in the environment that support or hinder
performance.

Data collection is an important activity in this phase. Extant data such as customers, suppliers,
competitors, and regulatory authorities are part of the review.

Root Cause Analysis

The root cause analysis identifies the factors contributing to the performance gap. Common tools
for executing a cause analysis include brainstorming; cause-and-effect diagrams; the "five whys"
technique; a variety of tools for quality control and improvement, such as affinity diagrams and
interrelationship digraphs, Pareto charts, and scatter diagrams (ATD, 2013, p. 104). Also,
methods such as surveys, interviews, and observations are often executed to help identify causal
factors.

According to Gilbert’s Behavioral Engineering Model, root causes tend to fall into categories
and these areas help identify the appropriate intervention response. The HPI practitioner must
provide detailed information about the intervention including benefits, and costs as well
alternatives.

Intervention Implementation

There are many factors to consider in implementing solutions. Looking at a range of options and
project planning is important in this phase.

Evaluation of Results

Evaluation is a critical element of the performance improvement process. This step ensures
determines whether those business goals have been met.

Change Management

Change management surrounds the entire ASTD HPI model as the process of instigating the
model causes change within the organization. This change must be recognized and be
continuously managed.

References
ATD (Association for Talent Development). (2013). CPLP Learning System. Alexandria, VA.