Human Performance Engineering, LLC

Performance Partner Guide PURPOSE

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This brief guide is designed to facilitate individuals and organizations that wish to refer or sell the services of Human Performance Engineering, LLC. We thank you for your support.

OUR TARGET MARKET

Any Industry HPEs business process and human performance solutions are derived from validated principles in systems theory, cause analysis, and behavioral science, applicable to any industry or function. We are process and human behavior experts that work with subject matter experts to design durable solutions to real performance issues. We also have a wide range of industry experience, including heavy manufacturing, banking, insurance, engineering, healthcare, logistics, retail, supply chain, state government, and others. Mid to Large Organizations with more than 200 employees or $30 million in revenue are the best candidates for us. Size There is no upper limit on organization size. Opportunities to add value in smaller organizations depend Organizations on some additional factors. Please contact us to discuss. Executives with a Budget and a Need Decision Makers Directors, Vice Presidents, and C-Level executives with strategic level responsibility and budgetary authority to initiate and approve high value performance improvement projects. Lieutenants those that report directly to Decision Makers. These people are ideal because we give them the opportunity to assess our potential value and gain a comfort level with us before recommending us to their supervisory management. Significant Performance Need We solve performance issues that are critical to the goals and objectives of the executive, or where the solutions will have a significant, positive financial impact. If the buyer views an identified need as only a minor irritation, it is unlikely the project will receive the level of sustained attention from stakeholders required for success. However the value of most performance solutions is 300% of initial estimates. This is because the cumulative upstream and downstream impact of the performance issues has not been fully modeled and evaluated. Weve found some minor irritations to be worth millions in new profits when resolved!

AN ELEVATOR SPEECH ABOUT US

Human Performance Engineering optimizes organization, people, and process performance. Their diagnostic approach directly addresses the performance issue you specify, allowing you to focus your resources for maximum effect. They take a baseline and measure the results so you know it worked.

OPENING A PERFORMANCE DISCUSSION WITH YOUR CONTACT

If you could wave a magic wand over any 3 performance issues in your department, what would they be? If you had $200,000 extra in your budget, where would you spend it? Why? What operational goals does your management or immediate customer base expect you to reach in the coming business year? What improvements to productivity, quality, cost, cycle time, customer satisfaction, or risk? Which of these goals do you think would benefit from a dedicated resource?

Human Performance Engineering, LLC

Performance Partner Guide OUR SERVICES
Here is a summary version of our services, short enough to memorize: Service Performance Solutions

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Description and Value An investigation/analysis conducted with your team that yields a list of countermeasures precisely designed to solve the performance issue(s) you specify. The countermeasures will be detailed, complete, and supported by evidence. They may be changes to business process, job roles, policy, measures, feedback, tools, training, incentives, or other drivers of performance. Human Performance Engineering guarantees that the countermeasures, if fully implemented, will achieve the desired performance result. Return on investment is typically 400% to 800%.

Performance Feedback Design

A design for how to use performance data to correct errors and make more effective business decisions. This includes verbal feedback delivered by supervisors, process error catching and correction feedback, as well as performance report design and interpretation. Performance feedback is perhaps the single most underutilized and effective lever for improving performance. It allows job performers to improve and self-manage, freeing up managers for more strategic responsibilities.

Incentive Solutions

A design and plan for how to increase both the alignment of human behavior with organization goals, and the level of discretionary effort given by associates. The design may include both social and financial incentives, as well as the means to deliver them most effectively. Behavior is a function of its consequences. If you want your associates to do more, do less or do differently, incentives will be an important component of the solution. Research indicates associates can increase their productivity as much as 50% if properly motivated.

Performance Based Training

Training that enables new or poor job performers to produce desired job outputs to standard at the conclusion of training. Most managers expect too little from training. If trainees cannot do the job unsupervised at the conclusion of training, the training was not performance-based.

Commitment Based Project Management

Project management techniques that will increase the proportion of projects that come in on time and within budget. CBPM will increase the level of cooperation within and among functional teams, provide better status feedback for project planning, and reduce the level of project administration.

THE VALUE OF PARTNERING

Together we can expand our range of offered services, share contacts, share revenue, and be a sounding board for each other in account strategy. There is untapped business potential in your prospects and customers. Please call us to explore the possibilities. Sincerely, President, Human Performance Engineering, LLC. 3114 Jackielane Drive, Columbus, OH 43235 HPE@columbus.rr.com / (614)792-7683