Foto av Vlada Karpovich pu00e5

8 weeks ago, I had a vague idea of what HPT was. In my initial EDCI 528, Human Performance Technology blogpost I defined HPT as “human solutions to organizational problems to increase efficiency.” I’d say that this definition was pretty well formulated, even if it was concise. Behind these simple words an HPT specialist lays the groundwork to design and develop multifaceted solutions while maintaining balance with management and employees.  

After 8 intensive weeks of readings, discussions, and assignments my understanding of what is required of an HPT specialist has grown. As an instructional designer, I see how both skillsets are necessary to design and develop solutions that will best serve the individual and ultimately the organization. This course has given me a foundation for designing performance solutions and planning a change management initiative. One of the key concepts that I will take away from this course are the readings and discussions about change theories. Knowing about these theories can be helpful when discussing change initiatives with leadership should performance solutions be necessary.  

In the text, Training Ain’t Performance (Stolovich & Keeps, 2004) the optimal skillset of competencies of an HPT specialist were discussed. Many of the competencies mentioned are necessary even in instructional design. Even though HPT is a field that I am newly acquainted with I can see the competencies which are my strengths and competency areas that I need to grow.

My strengths include:

1. Conducting a performance gap analysis

2. Assessing performer characteristics

3. Focusing on client’s needs

4. Flexible to needs, but keeps goals in focus

5. Diplomacy and credibility

Areas that I need to grow and develop within HPT include:

1. Maintaining a systemic perspective – how changes can affect other areas in the organization

2. Sequencing performance improvement activities

3. Promoting performance consulting and human performance improvement

As I mentioned earlier in this post, I have developed some of the skillset of an HPT specialist due to my work as an instructional designer. Regardless of the title of my roll, I will need to work with both skillsets to solve the needs of an organization. As I meet with stakeholders I will need to analyze the what is being said to understand the “cause”: knowledge or performance. However, even if a solution’s initial purpose it to increase knowledge it ultimately is requested to better the individual/organization’s performance. Therefore, my roll will require me to know how to work with both skillsets and develop solutions that meet organizational needs. Having HPT in my thoughts as I discuss needs with stakeholders will help me analyze and develop proper solutions for the organization.


Stolovitch, H. D., & E. J. Keeps. (2004) Training Ain’t Performance. American Society for Training & Development

Final Reflections, EDCI 528