ABSTRACT
Performance improvement (PI) is commonly understood as (1) a concept (improving individual, group, or organizational performance), (2) a practical framework (models or processes with steps to follow), or (3) scholarly discipline (the International Society for Performance Improvement [ISPI] is the primary association among PI scholars). Often, the term PI is confused with other similar terms, particularly performance technology, human performance technology (HPT), and human performance improvement (HPI) (Stolovitch and Beresford 2012). For the purpose of this chapter, PI’s meaning and relevance to HRD must be clarified.
