Week 4 – Reflective Journal

Chapter 14 Summary

“Human performance improvement (HPI) vision is to achieve, through people, increasingly successful accomplishments that are valued by all organizational stakeholders’ those who perform, their managers and customers, their peers and colleagues, shareholders, regulatory agencies, and ultimately society itself” (Reiser & Dempsey, 2018, p. 122).

  • Human – centered on efforts and results of people operating in work settings (Reiser & Dempsey, 2018).
  • Performance – the accomplishment or execution of something ordered or undertaken
  • Improvement – making things better

This is improvement and there is a current focus because “as the knowledge and performance capabilities of populations improve, so, too, the economic successes of countries and their peoples” (Reiser & Dempsey, 2018, p. 123). There must be a priority put on works and managers accessing and sharing information in a timely manner (Reiser & Dempsey, 2018).

HPI consultants are account managers, investigators and work close with clients (Reiser & Dempsey, 2018, p. 126). The focus on return on investment (ROI) for learning brings more necessity for HPI professionals. HPI professionals are becoming more visible within organizations.

Chapter 16 Summary

Informal learning can be seen during exhibit interactions at a museum, looking up medical conditions online and learning about professional careers at networking events (Reiser & Dempsey, 2018). While informal and formal learning are defined differently, they interact with one another in important ways (Reiser & Dempsey, 2018).

“Informal learning plays a central role in effective transfer, as workers receive guidance and coaching on their attempts to apply skills in the workplace, build confidence through repeated successes in the workplace, and expand the scope of work they can handle by observing coworkers and through online resources, such as reference and user materials, follow-up tutorials, and performance support systems.”

(Reiser & Dempsey, 2018, p. 143)

Examples of independent learning experiences created by instructional designers:

  • Preparing case studies
  • Developing content or documentation
  • Guided tours
  • Providing a list tips and tricks
  • Tutorials
  • Gaming and simulation activities
  • On-the-job training
  • Performance support systems

Methods instructional designers promote informal learning

  • Lunch and learn programs
  • Insights from meetings
  • Organize seminars, symposia, conferences, and webinars
  • Coaching programs
  • Communities of practice
  • Mentoring programs

Informal learning can be facilitated through technology (Reiser & Dempsey, 2018). Informal learning can be used to help strengthen current skills through exploratory learning with new programs and tools. As an instructional designer, it is important to stay up-to-date with the latest tools to develop products.


Reiser, R.A. & Dempsey, J.V. (2018). Trends and issues in instructional design and technology. (4th. ed.). Pearson: Boston, MA.

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