Human Performance Course Reflection

EDCI 528: Human Performance Technology

My growth throughout this course

How do you define HPT? How does it differ from what you wrote in week 1?

My definition of Human Performance Technology is the same as when I started this course, but with added specifics. My original definition follows:

Someone who works in the human performance and technology field needs to find the root of a performance problem and develop a solution based on that.

I would add in that the solution must be aligned with the root problem(s) found and may not necessarily require training to be designed. Whatever solution is recommended will be a part of a system that will resolve a performance problem from multiple fronts as necessary.

Identify the key things you gained from this course.

The work I’ve done in this course really helped me push past the training part of my job and into the whole human performance system. With the two scenarios I was working with and the ability to see my colleagues scenarios, I was able to push outside the box with solutions and practice identifying root problems. It worked really well with the knowledge and skills I gained designing a learning system with the Dick and Carey model as well as with the Kirkpatrick 4 Levels of Evaluation model.

How might I use these skills in current or future roles?

In my current role as a human performance consultant, I use my skills to develop learning programs based on gap analyses. In the future, I want to expand my role to include the entire human performance field. If the client has a problem that is best met with something other than or in addition to a learning program I want to be at the forefront of designing that solution. The client and I both need to have the best solutions designed so that meaningful change occurs for the business.

My Strengths and Growth Opportunities as a Human Performance Consultant

5 Strengths

Principled Yet Flexible: Sticking to sound learning science is important, but I also realize that there are client requests that will not detract or improve the program, but would help the client be invested in the recommended program. Being flexible is important when building a relationship with the stakeholders.

Cause-conscious, not solution oriented: I focus on what the desired outcome of the project is. Focusing on the solution over the cause can end up with a solution that does not meet every need of the business.

Able to sort out priorities: There are countless rabbit holes with every project that could be followed and push the scope further and further out of line. Focusing on the key root problems and the interventions that will resolve those problems will keep the scope on track. The rabbit holes can be noted on the side and explored if time permits, but the priority first and foremost is the root problems and the plans to resolve them.

Focused on Client Need: The stakeholder has a performance problem in their business that they went to me for help with. As a human performance consultant, it is my ethical duty to work towards the best solution for this problem. Focusing on what the client NEEDS and not what extra bells and whistles could be included is important for building the relationship and designing a system that brings results.

Organized, rigorous, and prudent: I keep my files organized so that the development of the project goes as smoothly as possible. There will always be something that pops up to cause a bump in the road, but having design documents, files organized logically, and being aware of possible problems throughout the project will help minimize the negative effect of these bumps.

5 Growth Opportunities

Interpersonal, group-process, and consulting skills: I am working on these skills currently. I am, by nature, a more reserved and introverted person but have been reading about ways to have more meaningful small talk. Making meaningful connections is important in any business setting.

Able to maintain a system perspective: I am working on broadening my focus when analyzing a situation. I have been in the world of learning for so long I don’t always see the connections beyond training right away. I am looking through case studies and reflecting on current and past projects to help refocus my attention to the entire system.

Plan, manage, and monitor performance improvement projects: I do not have a lot of experience outside of my Master’s Degree program at Purdue with planning, managing, and monitoring projects. As I continue working on projects as a human performance consultant, I will gain skills through practice and reflection. I currently have two projects I am working on and finished a third not long ago.

Determine resources appropriate for performance improvement activities and help obtain these: This is related to the system perspective area of growth I mentioned above. Practice thinking outside the box for activities and resources will come with each project. Compared to where I started, I feel like I have a broader pool of ideas to look through and continue to add to that pool.

Determine performance improvement projects appropriate to work on: The clients I have had so far already have determined a performance improvement project. Identifying appropriate projects will need work if I am working with a client and notice other areas of need. This ties into the system growth area in that I need to be aware of how the different areas of the business are connected.

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