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Personal Inventory

My current definition of HPT hasn’t really changed from the beginning of this course. Human Performance Technology, in my opinion, is to problem-solve ways to improve and increase productivity and performance in the workplace. The first step is to gather information and analyze what the performance problem is. Then after identifying the problem come up with solutions on how to fix the problem and increase productivity.  I have had the opportunity to do a variety of assignments in this course and I feel overall that I have a better understanding of Human Performance Technology. We read a book and articles, watched videos, listened to speakers, worked through a fast food case study, had discussions with peers, searched for available jobs in the ID and HPT field, and created our own plan through the HPT process. All of these helped me meet the goal of knowing how HPT and ID relate to each other. I also feel that the creation of my own plan helped me relate HPT to my current job role. ...
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Speaker Reflection 2

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Our guest speakers were Dr. Steve Villachica (Emeritus Professor of Organizational Workplace and Performance Learning – Boise State University Co-Founder – Process Management Lab) and Dr. Lisa Giacumo (Associate Professor of Organizational Workplace and Performance Learning – Boise State University). They both have had very interesting careers and have a wealth of experience and knowledge about the ID field. It was interesting to learn about the LeaPS ID Model and how they have used it to increase engagement and deliver results for their clients. They have also used it to build and expand partnerships.  This was my first experience learning about the LeaPS ID Model (included an image below of the model). My takeaway from the speakers is that ID work occurs in multiple context bands. Band 1: Takes place in a larger environment consisting of societies with Governments, economies, cultures, or individual citizens. Some work is local, statewide, nationwide, or global. These aspects af...
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Speaker Reflection

Our guest speaker, Antonio Cortes is the Managing Director for Equity, Diversity, Inclusion & Justice for NonprofitHR. He provides strategic and operational leadership to the EDIJ practice area. His presentation was very influential and eye-opening. Before seeing his presentation I was unaware that this type of job or career was even available. I learned that his company supports nonprofits by completing focus groups and spending time with HR Staff. They also use the learning design ideas of finding gaps after assessments, the root cause of problems, and how to solve the problems.  They use a data-driven approach to start the process, so they can figure out the problem and find solutions. They usually always start with assessments and strategy design. The plan is a road map of what strategies they can use, an action plan, and training is just one of many solutions. I found the nonprofit consulting nuances interesting. Mission-driven organizations that are focused on resolving ...
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Goals & Expectations

When I started this course I didn't know anything about Human Performance Technology and after reading the first three chapters of Training Ain't Performance I began to understand it a little better. Human Performance Technology, in my opinion, is to problem-solve ways to improve and increase productivity and performance in the workplace. The first step is to gather information and analyze what the performance problem is. Then after identifying the problem come up with solutions on how to fix the problem and increase productivity.  I have been an educator for the past 21 years and I feel that I have some skills and prior knowledge that will help me relate to this course. For example, an educator does a lot of problem-solving and observing before, during, and after teaching lessons. Educators try to problem-solve in many different situations every day and come up with solutions to fix the problem. We also try to teach our students these skills as well. Observation is key to hel...
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