How to Be Human Performance Improvement Specialist - Job Description, Skills, and Interview Questions

Jun 30, 2022   /   6 Minutes Read   /   By Albert
  • How to Become
  • Job Descriptions
  • Skill & Competencies
  • Interview Questions
  • Common Tools
  • Professional Organizations
  • FAQ
  • Links

    • Human Performance Improvement Specialists are instrumental in helping organizations achieve their strategic objectives. By utilizing proven tools and techniques, they can identify gaps between an organization’s desired outcomes and current performance levels. The causes of these performance gaps may be attributed to a variety of factors such as inefficient processes, lack of training, insufficient resources, or inadequate management.

    The Human Performance Improvement Specialist then works to create and implement solutions that address these causes, with the goal of improving individual and organizational performance. These solutions could include changes in policies and procedures, training programs, or job redesign. By taking a systemic approach to performance improvement, Human Performance Improvement Specialists help organizations achieve their goals through the optimization of their human capital.

    Steps How to Become

    1. Earn a Bachelor's Degree. Human performance improvement specialists typically need to have a bachelor's degree in a field such as human resources, education, psychology, or business.
    2. Gain Professional Experience. Many employers prefer candidates with professional experience in the field, so it is important to gain experience in a related field, such as human resources or organizational development.
    3. Pursue a Graduate Degree. A graduate degree in a field such as adult education or organizational development can help candidates stand out from the competition and provide them with additional skills and knowledge.
    4. Obtain Certification. Obtaining certification as a human performance improvement specialist can add credibility to your resume and make it easier for employers to recognize your expertise in the field.
    5. Pursue Continuing Education. Human performance improvement specialists need to stay up to date on the latest trends and technologies in the field. Continuing education courses and seminars can help professionals stay up to date and increase their knowledge of the field.

    As technology and industry continue to advance, the role of the Human Performance Improvement (HPI) Specialist is more important than ever. HPI Specialists ensure that organizations are running efficiently and effectively by monitoring performance, identifying areas of improvement, and implementing strategies to increase productivity. To stay updated and efficient, an HPI Specialist must stay abreast of the latest industry trends and changes in technology.

    They can do this by attending conferences and workshops, reading industry publications, and engaging in professional development activities. they should stay in tune with their organization’s mission, vision, and strategy. By identifying gaps in performance and understanding the organization’s goals, an HPI Specialist can develop solutions that are tailored to the organization’s needs and help achieve those goals.

    Finally, HPI Specialists should stay connected with other professionals in their field to collaborate and share best practices. With these methods, an HPI Specialist can remain up-to-date and efficient in their role.

    You may want to check Human Resources Analyst, Human Resources Information Systems Manager, and Human Resources Policy Analyst for alternative.

    Job Description

    1. Design and develop programs to improve employee performance.
    2. Analyze existing performance data to identify areas for improvement.
    3. Assess training needs and develop strategies to improve employee efficiency.
    4. Create performance improvement plans for individuals and teams.
    5. Monitor and evaluate the effectiveness of performance improvement initiatives.
    6. Facilitate workshops and other training sessions to educate employees on best practices.
    7. Collaborate with other departments to identify and solve performance-related issues.
    8. Develop and implement standards and procedures for performance assessment.
    9. Utilize various tools, such as surveys and key performance indicators, to measure the success of performance improvement initiatives.
    10. Prepare reports and presentations to communicate results of performance efforts.

    Skills and Competencies to Have

    1. Understanding of human performance improvement principles and theories
    2. Knowledge of organizational development, learning, and change management
    3. Ability to assess organizational performance gaps and develop strategies to close them
    4. Competence in setting performance-based objectives and designing job roles
    5. Proficiency in developing and conducting training programs
    6. Ability to coach and mentor employees to increase productivity
    7. Knowledge of adult learning principles and instructional design processes
    8. Proficiency in designing and delivering assessments to evaluate organizational performance
    9. Ability to analyze data, identify trends, and develop recommendations
    10. Proficiency in using technology tools to support performance improvement
    11. Good communication, presentation, and interpersonal skills
    12. Strong problem-solving and critical-thinking abilities

    The Human Performance Improvement Specialist plays an important role in improving the performance of individuals and teams. This role requires a unique set of skills, such as the ability to assess performance, identify potential areas of improvement, and develop effective strategies to help improve performance. In order to be successful, Human Performance Improvement Specialists must have strong communication skills, excellent problem-solving abilities, and a deep knowledge of the principles and practices of performance improvement.

    Good interpersonal skills are also essential to this role, as it requires them to interact with people on a daily basis to help them overcome any challenges they may encounter. Human Performance Improvement Specialists have the ability to make a significant impact on their organization's success by helping employees and teams reach their goals.

    Human Resources Change Manager, Talent Acquisition Senior Consultant, and Human Capital Management Systems Analyst are related jobs you may like.

    Frequent Interview Questions

    • What experience do you have in Human Performance Improvement (HPI) initiatives?
    • How do you stay up to date on the latest developments in HPI?
    • How would you advise a client on improving their existing performance improvement system?
    • Describe a successful HPI project you have been involved in.
    • What challenges have you faced when introducing HPI into an organization?
    • What methods and tools do you use to measure and evaluate the progress of HPI projects?
    • How do you build relationships with stakeholders to ensure successful implementation of HPI initiatives?
    • What strategies do you use to motivate employees to achieve performance objectives?
    • How have you used data analysis and reporting to improve performance?
    • What do you believe are the most important aspects of a successful HPI program?

    Common Tools in Industry

    1. Action Mapping. Action mapping is a tool used to identify performance gaps and develop effective training interventions to close those gaps. (eg: Developing a new onboarding program to address employee knowledge gaps)
    2. Job Analysis. Job analysis is a tool used to understand the details of a job and its requirements in order to determine the skills and abilities needed to perform the job. (eg: Analyzing the job of a software developer to determine the needed qualifications)
    3. Root Cause Analysis. Root cause analysis is a tool used to identify the underlying causes of performance issues in order to develop solutions that address their root causes. (eg: Identifying the cause of customer service complaints to develop strategies for improvement)
    4. Learning Needs Assessment. Learning needs assessment is a tool used to identify what employees need to learn in order to adequately perform their jobs. (eg: Assessing the learning needs of customer service representatives to ensure they have the skills required to meet customer needs)
    5. Task Analysis. Task analysis is a tool used to break down complex job tasks into smaller, more manageable pieces in order to facilitate understanding and performance. (eg: Breaking down the process of creating a customer profile into smaller steps so employees can easily understand how to do it)
    6. Performance Measurement. Performance measurement is a tool used to measure the extent to which an employee is performing a task or job well. (eg: Measuring the accuracy of customer order fulfillment to determine if employees are meeting goals)
    7. Gap Analysis. Gap analysis is a tool used to compare current performance to desired performance in order to identify areas of improvement. (eg: Comparing customer service response times to industry standards to identify areas for improvement)

    Professional Organizations to Know

    1. International Society for Performance Improvement (ISPI)
    2. Human Performance Technology Network (HPTN)
    3. Association for Talent Development (ATD)
    4. International Ergonomics Association (IEA)
    5. Society for Human Resource Management (SHRM)
    6. American Society for Quality (ASQ)
    7. National Institute for Occupational Safety and Health (NIOSH)
    8. American Society of Training and Development (ASTD)
    9. International Association for Human Resource Information Management (IHRIM)
    10. National Safety Council (NSC)

    We also have Human Resources IT Developer, Human Capital Management Business Analyst, and Human Resources Project Manager jobs reports.

    Common Important Terms

    1. Workplace Safety. The practice of creating a safe and healthy work environment for all employees.
    2. Human Factors Engineering. The application of human factors principles and techniques to the design and operation of products, processes, and systems.
    3. Ergonomics. The study of how people interact with their environment and how to design products, processes, and systems to make them more efficient, comfortable, and safe.
    4. Training. The process of teaching and learning specific skills or knowledge.
    5. Performance Measurement. The process of measuring and analyzing performance data to determine how well an organization is achieving its goals.
    6. Change Management. The process of managing and implementing changes in an organization.
    7. Quality Improvement. The process of continuously improving the quality of an organization's products and services by eliminating defects, enhancing customer satisfaction, and reducing costs.
    8. Risk Management. The process of identifying, assessing, and controlling risks associated with an organization's activities.

    Frequently Asked Questions

    What does a Human Performance Improvement Specialist do?

    A Human Performance Improvement Specialist works to develop, implement and evaluate training programs and processes that help individuals and organizations improve their performance.

    What qualifications are needed to become a Human Performance Improvement Specialist?

    To become a Human Performance Improvement Specialist, you typically need a bachelor’s degree in a field such as organizational psychology, educational psychology, or human resources management. You may also need experience in training and development, performance measurement, and program evaluation.

    What skills do Human Performance Improvement Specialists possess?

    Human Performance Improvement Specialists possess strong communication, interpersonal, and problem-solving skills. They are also knowledgeable in the areas of performance measurement, program evaluation, training design, and employee development.

    What is the average salary for a Human Performance Improvement Specialist?

    According to PayScale, the average salary for a Human Performance Improvement Specialist is $61,847 per year.

    Are there any professional organizations for Human Performance Improvement Specialists?

    Yes, there are several professional organizations for Human Performance Improvement Specialists including the Association for Talent Development (ATD) and the International Society for Performance Improvement (ISPI).

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