Reflection of History, Trends, and Issues in HPT

History is something that seems to fade away if it is not preserved correctly. Upon reading the Rummler article, I learned that some information told about HPT was told by those that weren't actually present. To my understanding it was more of a hearsay. I believe in reaching out to those who may know about a particular era, than just reading an article and basing your opinion from that information. If you are going to insert yourself into the history of HPT, then make a post (ask for those who have information to contact you), do interviews and do the correct research. The evolution of HPT from the Rummler article displayed a timeline of what was going on as she entered the HPT field. She commentates what was going on about her and who was present during that time. She was involved in a lot of performance programs contributing to the HPT history. Rummler provides a pretty good timeline from the mid 60's through the 1990's, as you read you realize that the information provided gives you a glimpse of how HPT has been helping businesses become accomplished for years.

The theory of HPT is to analyze and improve performance. For the Stolovitch reading, I completed the eight Hit or Myth principle statements and from my perspective, I decided what was true or false. I had 5 Hits and 3 Myths below I will explain my reasons.

1. Feedback Leads to Improved Performance: I selected HIT, because when I am presented with a staff evaluation and my supervisor provides feedback; I like that because it tells me what I need to improve or if no improvement is needed then I know I am doing a really good job.

2. Immediate Feedback Is More Effective in Improving Performance than Delayed Feedback: I selected HIT, because delayed feedback can sometimes lead to poor job performance. Recently, I watched a ex-coworker barely do their job because they were buddy, buddy with a supervisor. Well that coworker resigned and then the supervisor stated once they were gone that their work performance was low. And I wondered why not have a meeting and list the expectations, instead of letting the work fail for almost two years. It is always best to inform them then to delay the performance evaluation.

3. Job Satisfaction Generally Leads to Improved Performance: I selected MYTH, because you can be an amazing worker, and feel that you aren't getting the praise you deserve and that sometimes lead to mediocre work performance. I've seen this happen when the staff moral is down. The happiness of the job feeds off the work environment.

4. Successful Performance During Training Usually Results in Improved Post-Training Performance: I selected HIT, because I've attended a ton of trainings for various jobs and after them I always see a change in the staff and myself. I tend to read over the updated training manuals too. We become aware of what is needed to be done in order to improve our job. (Also, this can be a MYTH too, because some staff are stuck in their old ways are refuse to improve. This reminds me of the saying, "you catch teach a old dog new tricks.")

5. If You Want to Learn How to Do Something, Go to the Expert: I selected MYTH, because sometimes you learn from your own experience or from a close group of friends. Yes, you might be an expert in the service I might need, but as humans we learn from trial and error. However, when it comes to experts we might seek help when improvement is needed.

6. Physical Capital Generates a Significantly Higher Return on Investment than Human Capital: I selected MYTH, because human capital generates more than physical capital. I feel this way because you can loose cash, property and inventory when it come to physical capital, but you will never loose the knowledge and skills gained by the human capital.

7. Technology Advances Since 1970 Have Consistently Accelerated an Overall Increase in Work Productivity: I selected HIT, because the increase in technologies have helped shape work productivity by making documents paperless, monitoring work performance online, making presentations easier, etc.

8. Common Sense Is a Friendly Ally of Science: I selected HIT, because common sense makes us think of the right from wrongs. Also, if we are unsure of the answer to something, then we look into the information and research. Equally science is balanced with common sense.

In order for the HPT process to improve and continue to grow, we must stick to the principles of the process, and make sure the HPT process is balanced with the future technologies to come. Yes, there will be gaps in job performance and changes within a company, but in order to stay on track from leading to a bad work performance; we'll need to continue to evaluate and elevate. Keep in mind that performance process relies on setting achievable and flexible goals for employees, frequent feedback, and coaching by supervisors.

Rummler, G. A. (2007). The past is prologue: An eyewitness account of HPT. Performance Improvement, 46(10), 5-9.

Stolovitch, H. D. (2015). Human performance technology: Research and theory to practice. Performance Improvement, 54(3).

Pershing, J. A., Lee, J., & Cheng, J. (2008). Current status, future trends, and issues in human performance technology, part 1: Influential domains, current status, and recognition of HPT. performance Improvement, 47(1), 9-17.