EDCI-528 Personal Inventory

 

How do you define HPT?  How does your current definition differ from what you wrote in week 1?

Human Performance Technology (HPT) is is the study of improving performance at an organizational level in order to develop and support a workforce that is aligned with the organization's vision and goals.

This definition differs slightly from week 1 in that it has expanded somewhat. I believe I have a deeper understanding of what HPT really is now.

Identify the key things you gained from this course.  There is no right or wrong answer here – what things mattered most to you, and why?

I have several key takeaways from this course. First, data analysis doesn't have to be scary and confusing. The course made it much easier to understand how to calculate ROI/ROE (and what those terms meant). Second, I feel that I have a more practical understanding of how to work through and manage the process of identifying performance issues and creating an intervention plan to address those gaps. And, finally, I found the case studies in this course to be particularly helpful in internalizing the content. Making the learning relevant to real-world applications is definitely a more effective way to learn and understand LDT concepts.

Competencies and Characteristics of a good HPT practitioner:

Areas of Strength

1. Diplomatic & Credible: Through my teaching experience and work with multiple church ministries, I've learned how to work with others to promote change without creating antagonism. I work well with others in team situations and am able to identify ways to approach others in a way that suits their individual personality needs.
2. Generous with Giving Credit to Others: I always try to be conscious of the contributions from my team members make it a point to give credit when credit is due. In my experience, any project runs more smoothly when everyone feels valued.
3. Principled Yet Flexible: Flexibility was key in my teaching career, as it is now in my ID position. I am able to find creative ways, when needed, to meet the needs of the client without deviating from the end goal.
4. Specify Performance Improvement Interventions & Strategies: I believe that I have the ability to create appropriate performance Improvement Interventions & strategies because I am a naturally creative person. I can look outside the box to find unique solutions to issues in an organization.
5. Determine Resources Appropriate for Performance Improvement Activities and Help Obtain These: As I previously stated, my create nature lends itself well to this competency as well. I am able to identify and find appropriate resources needed for performance activities in the change plan.

Areas of Improvement

1. Sequence Performance Intervention Outcomes: I am more of a "big idea" person, so sometimes the nitty-gritty of the plan overwhelms me and I have trouble focusing on the details and sequence.
2. Plan, Manage, and Monitor Performance Improvement Projects: This also goes hand-in-hand with #1. I am very proficient at putting a plan in place but the follow-through (monitoring) is sometimes challenging for me to stick with as I typically get bored once the creative component of the plan is done.
3. Demonstrate Appropriate Interpersonal, Group Process, and Consulting Skills: Being a natural introvert, this competency is something else that I need to work on. I can talk to people and perform in group settings but it requires a lot of prep on my part or I deal with a lot of anxiety in these social aspects of HPT consulting.
4. Organized, Rigorous, and Prudent: Data is a dirty word in my brain. I'm still slowing teaching myself that numbers don't have to be difficult to work with.
5. Able to Sort Out Priorities: Once again, I'm a big-picture person so I sometimes struggle with staying focused on small, achievable goals. I have to consciously restrain myself from not getting caught up in a cool, new idea or scope creep on projects.

I believe that all of these areas of improvement will continue to get better for me as I progress through the remainder of my LDT courses and gain more on the job training. These will help me gain a more solid understanding of the best ways for me to personally tackle my deficiencies in these areas. 

HPT in the Future

I honestly can't envision myself working in HPT. But, if I do in the future, it will likely be as a Facilitator or Selector-Designer-Developer-Implementer. I believe these two roles play best to my current strengths. However, as an ID, I can still use the tools and techniques of HPT in my career path.

Being able to identify performance gaps, identify interventions, and put a plan in place to affect change in an organization is an essential skill for an IDer. I always have to take in to account the needs of the learner and the goals of the organization when I'm designing new, or updating current, curriculum. The course has given me a more in-depth understanding of these, and many other, concepts that will benefit me as I progress in my career.