1. Ethics
The coursework depicted ethics as being a moral philosophy that considers concepts of right and
wrong behavior. The curriculum incorporated a specific module involving ethics in the field of
T&D to show the applicability of the T&D professional’s role and how through their functions,
unethical behavior in an organization could be potentially reduced when faced with morally
intense issues, disparate ethical climates, and diverse cultures. The human resources
development professional is oftentimes looked at as being leaders within the organization who
set the tone for ethical behaviors where the standard is “no compromise” when it comes to
decision making. Therefore, the role of a T&D practitioner wraps ethical responsibility into their
function by establishing codes of ethics, guidelines, and parameters in order to assist the
organization in developing socially responsible processes, practices, and employees.
The theme of ethics was reflected throughout the curriculum where there were a number of
ethical theories presented involvingKantian and Deontological that focuses on duty-based ethics
and Utilitarianism involving decisions that produce the greatest good for the greatest number that
helped explain the behaviors exhibited by society where ethics are involved. During the course,
intangible factors involving ethics were presented involving the conscience, feelings, cultures,
societal factors, obligations and moral ideals within T&D, all of which funnel up to determining
what our actions should be when weighing moral issues. Ethical decisions are present for the
T&D professional in every facet of their role as they carry out human performance improvement
within the organization that ranges from how training initiatives are determined to how honest
evaluation data is analyzed and who it benefits. Supplemental material is added to support this
theme and will reflect the impact that ethics has on organizational behavior, ethic’s effects on
moral responsibility, and the importance of setting ethical standards for society.

2. Ethics Narrative: The Effects of Moral Responsibility on Organizational Behavior
(EAC 555)
I included the term paper “The Effects of Moral Responsibility” under this theme to support the
importance of understanding the role that ethics and Human ResourceDevelopment (HRD)
professionals play in organizations. The attempt was to reveal if literature showed a linkage
between moral responsibility’s impact on employee behavior and the effects for
HRDprofessionals as they face ethical dilemmas in organizations. As I worked on this term
paper and conducted research, I realized that the potential for individuals and organizations to
behave unethically is limitless. Unfortunately, this potential is too frequently realized. I looked
at how well-known cases involving greed overtaking the concerns for human welfare and how an
organization’s profitability can trump interests over public safety and well-being. It was clear
that organizational behavior depends greatly on the initiatives that are implemented and enforced
to mold desirable ethical behaviors. Comparisons were reflected on positive and negative
behaviors as a result of how decisions were made. I found it interesting how corporations
reported that when the a positive ethical climate is set, employees exhibit morally responsible
behaviors and just the opposite; when an ethical climate lacks clarity or fails to be positive, there
is little doubt that the resultwill often yield in ethical behavior.This uncovered a simple way of
looking at ethics within an organization which was to lead by example. The research conducted
in this paper also revealed the importance for organizations to incorporate trainingfocusedon
providing ethical foundations and frameworks for employees so the most morally responsible
decisions are madewhen faced with ethical dilemmas. Therefore this prompted the realization
that as a T&D professional and HRD leader, I would be empowered to set the ethical climate and
have the ability to influence ideal behaviors for employees within corporations.

3. Ethics Narrative: Diversity’s Effect on Organizational Behavior: Managing Workplace
Diversity in the 21st Century (EAC 582)
This selection was added in the portfolio to support ethics as the element of diversity is an ever-
present factor that could potentially create negative behaviors within organizations. I researched
diversity and how it could potentially create disparities for employees, pose issues with ethics
within organizations, and the implications this would have on an HRD practitioner who is
managing workforces in today’s society. Therefore, I uncovered a number of reasons why
organizations may oftentimes act unethically to include: cultural differences, globalization, and
even technological shifts. I found it imperative to build more knowledge around differences in
ethical norms where cross-cultural conditions are presentedas my organization continues to
globalize and the importance of implementing guidelines based on supporting cultural
awareness. I also found it interesting how technology acts as a double-edge sword as it has
definitely improved the way business is conducted but as a result misuse and internet abuse has
become a widespread issue that is both costly and unproductive. This research paper reiterated
the need for the HRD professional to produce the desired organizational behaviors within
blended workplace environments and mold desirable behaviors by incorporating methods to
include training revolving around diversity, ethics, cultural awareness, and implementing efforts
focusedon changing attitudes and perceptions pertaining to diverse elements that have entered
the environment. This is both impressing and complex to me at the same time as it revealed the
many functions that an HRD professional is tasked with upholding within the organization.The
organization that I work in spans over 130,000 employees in 160 countries and global brand
strength. I have since acquired a new appreciation for my internal organizations’ HRD practices

4. and guidelines even more as I feel they have effectively set a positive ethical climate to make
sure that all ethical behaviors span the entire organization on a global scale.
Ethics Narrative: CPA Ethics (EAC 581)
This team project was included to supplement the ethics theme due to the growing need to have
internal governances set within organizations. The project is included to reflect how a T&D
professional can uphold ethics in setting up training initiatives; in this case a proposal to create a
continuing education course for CPAs that would be held at the Colorado State University and
includes the intended course content development and review along with a course outline and
materials. This project gave me a solid understanding of how ethics could be incorporated as I
designed course content for participants. For instance, the topics that we decided to include
would provide the participants with an understanding of ethics risk areas in accounting, how to
combat ethical challenges, resources available and communication techniques to use when
dealing with an ethical challenge, the consequences of conducting fiscal misconduct, and the
appropriate and inappropriate uses of resources.Once again, I was reminded of how HRD
professionals are in a strategic position to ensure that their organizations maintain cultures that
demand ethical behavior. More instances of moral misconduct are requiring mandated federal
regulations such as those set by Sarbanes-Oxley (SOX) Act of 2002 where publically traded
companies are required to have a code of ethics that is designed to deter wrong doing. I viewed
SOX as being a government regulation very similar to the Department of Labor’s policy handed
down by Office of Federal Contract Compliance Programs (OFCCP) to ensure ethical practices
around affirmative action and equal employment opportunity for job seekers. While the project
was primarily focused on CPAs I was constantly reminded of how it related to my current
position as a recruiter and I could clearly see the relevance of abiding by similar code of ethics to

5. avoid unfair treatment, discrimination, and unfair practices during the candidate selection
process.
Performance Improvement
Performance improvement is critical to the overall success of any organization. Specifying
performance requirements and evaluation standards are pivotal in identifying and implementing
business needs. There is a definite correlation between training and human performance
improvement initiatives to the overall profitability for any business and requires a tremendous
amount of reengineering, organizational change efforts, and the ability to identify key areas that
have an impact (both positive and negative) to the sustainability of any organization. Placing the
task of improving performance within the organization is a function that is oftentimes carried out
by the HRD professional. Specifically in T&D, the practitioner is expected to assess the current
temperature of the organization, identify risk areas, and provide methods of improving the
organization through process and/or people. Performance improvement initiatives must look at
the organization as a system and consider every component that make up the inner-workings for
overall success. Performance improvement is a critical area within T&D because it not only
focuses on the business elements for organizational success but most importantly the human
factors and how through professional development and training an organization can run
optimally in the practices and processes that employees carry out. The T&D professional is
linked to performance improvement as they assist the organization in reaching performance goals
by improving work processes, analyzing workers’ needs (skills, attitudes, and knowledge) and
coordinating performance improvement plans; all of which have an impact on satisfying business
needs. However, when changing the system in order to operate better or more efficient, there are
many factors to consider that include economic, political, cultural forces that the HRD

6. professional must contend with. Therefore, supporting material and narratives are included to
examine how components such as Knowledge Management, Action Learning, the role of the
Performance Consultant and even how the ADDIE Model can assist in organizations reaching
and sustaining ideal levels of performance.
Performance Improvement Narrative: Knowledge Management and Business
Performance (EAC 551)
This paper contributes to the theme by identifying the importance of employee development for
business success and examines how the component of Knowledge Management (KM) empowers
organizations internally by the human capital they have within the company.Researching KM
yielded words and phrases such as business performance, Return on Investment (ROI),
knowledge sharing, knowledge transfer, intellectual capital, and competitive advantage. I found
the definition of knowledge as being the ability of people and organizations to understand and
act effectively. But I asked the question, what is acting effectively? How does it relate to the
HRD professional? As I crafted the paper, it revealed one of the roles that the Human Resources
Development (HRD) professional has which isbeing responsible for enhancing the potential of
employees within organizations in order to ensure sustainment, competitive advantages, and
productivity. Knowledge Management was selected as the area of focus due to companies using
internal knowledge and employee development as a competitive tool when compared to
counterparts in the marketplace. As I worked on this paper, I recalled many systems and
resources that my current organization deploys such as our intranet that hold company resources,
learning and developmental tools, and a compilation of best practices and processes in one
centralized location. Through this portal employees are able to access information pertaining to
company financials, technical databases, proprietary applications all of which provides answers

7. and solutions for employees and in the end yield organizational productivity. As an HRD
professional I really wanted to understand the area of KM and how it would tie into the field of
T&D. I realized that as employees gain more knowledge of their organization’s processes,
practices, and procedures their confidence grows and creates improved attitudes, skills, and
knowledge that can prove to be beneficial for their organization. Therefore the link between
T&D and employees gaining knowledge in their roles within the organization is apparent which
creates the need for constant training and development to occur.
Performance Improvement Narrative: ADDIE Experts (EAC 583)
This project was chosen to show the connection of using existing models and frameworks that
guide performance improvement to enhanced business performance and profitability. The
project was very complex and involved me and three team members undertaking a real client’s
performance issues for an auto membership company and creating a performance improvement
plan using the ADDIE Model as our guide. This selection showcases our systematic process that
began with assessing a variety of issues through methods that ranged from interviewing key
employees within the organization, web surveys, to phone interviews so that we could identify
obstacles that were hinderingthe personal success of employees and the organization as a whole.
Theresearch methods helped us to conduct a needs analysis to uncover components that would
aid in the success in the environment and recommendations were provided so that upper
management could see the issues and implement the proposed revisions to their current practices
and procedures. Throughout this project, I gained insight involving the critical components of
conducting a needs assessment from the lens of being an external consultant starting from
understanding who to interview, which are the best methods to used when conducting an
assessment to interpreting data analysis and arriving at the most sensible results that reflect gaps

8. that need to be addressed within the organization. Many T&D positions that are posted on career
boards ask for applicants to have some knowledge of the ADDIE process. Now that I have gone
through the program and this project in particular, I am confident that I can work with an
organization to assess and analyze needs, develop learning objectives, design and develop the
program, implement the design, and evaluate the performance. This type of systems model for
performance improvement has provided me with the knowledge needed to lead improvement
initiatives using a guided approach to analyze gaps and issues in order to provide solutions.
Performance Improvement Narrative: Action Learning Poster (EAC 586)
An Action Learning Poster was included under this theme to examine the theoretical
explanations that are relevant to improving performance in organizations. The poster project was
a team based effort, where my classmates and I were able to effectively pull together information
that expounded upon the theory that shared knowledge is empowering. During the project, I
realized that the Action Learning method is more a management organization tool than
educational and can be used for problem solving. Action learning puts together a group of people
with a problem to solve and then asks questions in order to find solutions. I could see
parallelism between Action Learning and Knowledge Management where shared knowledge can
lead to organizational success. This project made me realize that performance improvement is
system-wide and while much of upper management is held responsible for making change efforts
happen within the organization, just as much is dependent on me and my peers as we all should
share a common interest in reaching performance goals. I immediately thought about an annual
meeting that my organization has that is corporate-wide and involves pulling all employees
together with the CEO to discuss changes for the upcoming year. During this “all hands on
deck” call, it is very informal and allows an open forum for individuals to address issues

9. pertaining to the financial climate of the organization and if there is trouble, what can be done to
offset potential negative impacts. Many of my colleagues offer up solutions such as suspending
company issued cell phones or limiting travel and training to once a quarter. After these calls
take place, senior management is able to reflect on the proposed solutions many of which are
rolled out to avoid other solutions such as layoffs.
Therefore, this poster corresponded to a method that my organization deployed and I had not
realized it until creating this presentation. I felt that the end product of the project provided a
great presentation that was concise and could be used by organizations wishing to use a theory
that takes into account collective learning and knowledge sharing when complex problems arise
in order to foster collaboration and solutions.
Performance Improvement Narrative: Performance Consulting Presentation (EAC582)
The material from a group project involved a mock presentation used for building a competency
model that would improve sales and profits of an organization through the improved abilities of
the current staff. This material is used to support the theme of performance improvement as I
can see the relevance of HRD and Learning professionals engaging competency or performance
models when implementing performance improvement efforts within organizations. Prior to this
course and working on a project that involved performance consulting, I did not view the T&D
professional as being the one that could lead efforts in turning company profits around as I
attributed this function to an outside firm that would come in, analyze gaps, and make
recommendations on why the organization was not performing optimally. However, this project
proved to me that as a T&D professional and using such models, I am able to identify and
recommend the best solutions for enhancing the abilities required for job success. The project
allowed me to see my role as either a consultant or internal HRD professional leading both

10. theoretical and practical processes for how learning and change are to occur within systems. I
found it very interesting how the role of a performance consultant implementing either
competency or performance based initiatives follows models very similar to that of the ADDIE
Model as I had to identify the issue and determine if it was competency or performance in nature,
fully understand the current state of the organization, reveal where the organization needs to be,
propose solutions, implement change efforts, and then measure the improvements. The project
allowed me the opportunity to seek out ways to reprioritize the efforts in meeting strategic goals,
and make consultative recommendations in order to create motivation, enhance productivity,
create positive behavior, and meet the client’s profit goals as well.
Task Analysis
Task Analysis involves a step-by-step examination of how a particular task is accomplished
where the findings can be used to understand how a particular function is performed. A task
analysis can be used for models and design purposes, or to create standard processes and
procedures so that optimal performance can be achieved in a specific role. The importance of
including this theme in the portfolio provided knowledge ina variety of areas and allowed insight
into understanding the job requirements for the T&D professional, their activities, and an
analysis of the tasks and challenges for the HRD practitioner in this field. Material to support
this theme includes an actual task analysis performed on two T&D practitioners; one a Corporate
Trainer and the second an Instructional Designer and Corporate Trainer. An additional interview
is included to examine the role of an instructional designer and to understand how much theory
or practical methods is incorporated throughout the instructional design process. A closer review
of how task analysis can be used as an organizational performance tool is included and reflected
in a project that identifies ways to perfect the tasks in roles so that effective performance is

11. exhibited.The task analysis component of the coursework was both interactive and provided a
learning style that best fit my individual needs which was hands-on, collaborative, and I was able
to employ many of the data-collection methods that I had learned throughout the program. I
examined learning theories, looked at the ADDIE model more closely and the impact that task
analysis has on the training and development professional within learning environments. Most
importantly through the dissection of performing a task analysis the interviews presented realities
found in the typical roles (both positive and negative). The overall projects involving task
analysis assisted me in formulating an opinion about this career field and the opportunity to
consider if I was ready to take on a role as a T&D practitioner.
Task Analysis Narrative: Task Analysis of a Corporate Trainer and Instructional
Designer (EAC 583)
This particular project was added to the theme as it provides a direct reflection to the importance
of conducting a task analysis in order to gather my thoughts around if this is truly a career field
that I would be able to function in successfully and to examine what it really involved being in
the role of a T&D professional. The project involved me conducting interviews with two T&D
professionals who shared information regarding their backgrounds, their corporate environments,
the typical tasks they are expected to perform, and common challenges found in this field. The
project proved to be very beneficial to me as I quickly found out that it is one thing to desire
taking on a position just by looking in from the outside compared to having full knowledge
around the functions and expectations that the role exhibits on a daily basis. Once I drilled down
into the various components of the T&D professionals’ functions during the interviews, I was
able to see their rolesas being robust and complex where the expectation did not stop at
designing, delivering, and evaluating training programs to yield positive impacts on job and
organizational performance, but also involved being a change agent when faced with challenges,

12. constraints, limitations, and the vast differences found in learning audiences they are expected to
deliver training to. The impact that these interviews had on me when we discussed the best
means of dealing with challenges incorporated both methods of theory involving adult learning
philosophies and practicality in order to have successful implementations for training and end
results that would yield effectiveness around organizational development through the workforce
they are expected to train. It came with no surprise that as I take on this career, I would be faced
with many challenges but now understanding the complications first hand, I am able to offset
some obstacles that were provided in the form of advice and suggestions by the T&D
participants for this project.
Task Analysis Narrative: Instructional Designer Interview (EAC 580)
The material found in the following project reinforces the theme and importance of task analysis.
During this project an Instructional Designer was selected in order to reveal the tasks,
implications, and suggestions for bridging the gap while working in this role. The most
intriguing part of this particular assignment that I was able to craft questions in order to get first
hand details regarding this profession and to understand how I would be able to take what I had
learned up until that point within the program and use it within my new profession. During the
project I was constantly reminded of how many of the theoretical models and frameworks are
highly important to the ID professional and use of ADDIE Model definitely has its place as
training initiatives are implemented. I also used this project as a means to examine what happens
when the training and learning environment does not fall within the scope of an established
framework or model. The ID professional that was interviewed provided input that oftentimes it
is acceptable to use models but that every environment is not going to be the same. In other
words, cookie-cutter training environments are not a realistic outlook for the ID professional as
many challenges present themselves prior, during, and after training initiatives are implemented

13. in the organization. Prior to this particular assignment, I had no real knowledge around how to
apply of what I had learned within the coursework and just how an actual T&D professional
utilized theory and practicality when training is concerned. I can appreciate the background
information of the professional’s work environment and how their role is performed within the
organization. I can clearly see how it involves a blend of frameworks, real-world knowledge,
and experience that is gained overtime that will allow me to be successful as I function in this
role.
Task Analysis Narrative: Acme Research Proposal(EAC 551)
I included this material to support the theme of task analysis as it considered the role of probably
one of the most important components involved in the training and development process: the
student. Task analysis involves examining the steps of how a particular task is accomplished in
order to arrive at optimal performance. Therefore, I learned that understanding the needs,
actions, tasks, and abilities of the student is just as important. This project considered the fact
that training programs must produce environments that are conducive to participants, include a
variety of delivery techniques, and consider the differing learning style of students.
I looked at a task analysis as a means of understanding the learning audience and could be used
to reveal a number of things such as a depicting learner’s attitudes, learning styles, and the role
they will play throughout the training and development process. I was able to see how a T&D
professional can assist the learner in understanding their role as a student, what their current
skills are, and how to reach optimal aptitudes during the training process. I saw the need to
conduct a task analysis for the role of a student during this project as it required a staff of
teachers to understand the inconsistencies in training effectiveness between locations where
training was offered. The result of the mock study assumed that training effectiveness would

14. result after each instructor took the time to understand the variances in learning styles and have
the ability to implement training channels and resources that meet the needs of all participants
involved.This reconfirmed the importance of delving into two factors that impacts adult learning
theory which were: 1) understanding the role and competencies of the instructor and 2)
understanding the learner’s perception of their own learning needs and what they felt would be
successful qualities for instructors to exemplify. Both of these areas aided in understanding
inconsistent effectiveness that could hinder learning programs.
Task Analysis Narrative: Learner-Centered Approach & Guiding Principles in Adult Learning
(EAC 559)
This content was included to support the importance of understanding the adult learner and
understand different learning styles that are important for achieving the best learning experience
possible. During this project, I was able to view how much of the success for the learner is a
function that is required of the T&D professional. The focused method was the learner-centered
approach which considered adult learner values that are concentrated on the developmental,
social, cognitive, motivational and emotional aspects of learning while going through the
learning process. Therefore, as I conducted adult learner interviews I was able to see how the two
participants that were interviewed came from different walks of life, had a variety of life
experiences that has impacted both how they learn and view training and development at the
adult stages of life. As a T&D professional and working within corporate organizations, much of
my learning audience is going to be adult learners. Therefore, by conducting a task analysis on
the learner should be at the forefront as I begin to work in this career. I realize that many
frameworks focused on the adult learning theories and styles to include learner-centered
approaches such as this project involved, provide a tremendous amount of insight that can guide

15. me in understanding the role, skills, and abilities of the adult learner which can yield the
opportunity to maximize their learning potential and gear them toward the most appropriate
methods of learning. As a T&D professional I view the adult learner as a critical element in the
training process and the importance of viewing their learning styles, life experiences,
developmental changes, and how learners progress. I clearly saw that the training professional
must consider each learner as an individual with differing needs and therefore seek out ways to
recognize their functions just as much as their role during the learning process.