Organizations of today need to achieve positive results in a specific time. Human Performance Improvement (HPI) can be used to help build intellectual capital, establish and maintain a high-performance workplace, enhance profitability, and encourage productivity. The HPI practitioners role can be categorized into that of an , an intervention specialist, a change manager, and an evaluator. Since the HPI model stands on the role, competencies, and work output of the , the work of the is considered to be the most critical.

Today's dynamic organizations must achieve positive results in record timea challenge that requires managers to avoid problems before they arise and to solve these issues quickly. Human Performance Improvement (HPI) is a powerful tool that can be used to help build intellectual capital, establish and maintain a "high-performance workplace, enhance profitability and encourage productivity"as well as increase return on equity and improved safety.

HPI talks of two distinct aspectsperformance and behavior. Behavior is an action that can contribute to accomplishments whereas performance is the end result. Although the ultimate focus of HPI is on performance and accomplishments, behavior contributes to the performance as they can positively or adversely affect the performance.

There are a number of factors, which affect performance. The authors Rummler and Brache have pointed out six variables that affects the job performance namely barriers, performance expectations, consequences, feedback, knowledge/skill, and individual capacity.

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