This study aimed to identify behaviors that contribute to adaptive performance (AP) among human resource development (HRD) practitioners. We used self-reported incidents of successes and failures on the job. Using a four-stage data analysis strategy, we analyzed qualitative data from 67 respondents and identified four behaviors that contributed to AP: (1) emotional intelligence, (2) consulting, (3) effective communication, and (4) analytic thinking. The findings showed that AP contributing behaviors are significant to how HRD practitioners develop relationships, execute technical tasks, and gather and make sense of data. Besides, for HRD practitioners, AP behaviors are critical for self-awareness and learning from failures and successes. This study showed that incidents of failure offered more insights into AP contributing behaviors than those of success. We extrapolate, mainly since as the incidents of failure were self-reported, that AP contributing behaviors could helpHRD practitioners alter their actions as they navigate the overall demands of their work environment. More studies should examine AP, especially at the individual level, through the lens of failure because failure in itself can be transformational. Finally, we recognize that AP is integral to the professionalization of HRD practitioners because their jobs are instrumental to the creation and recreation of human expertise and organizational effectiveness.

中文翻译：

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适应性绩效和人力资源开发从业者：成功与失败的见解

本研究旨在确定有助于人力资源开发 (HRD) 从业人员的适应性表现 (AP) 的行为。我们使用自我报告的工作成功和失败事件。使用四阶段数据分析策略，我们分析了来自 67 名受访者的定性数据，并确定了导致 AP 的四种行为：(1) 情商、(2) 咨询、(3) 有效沟通和 (4) 分析思维。研究结果表明，AP 贡献行为对于 HRD 从业者如何发展关系、执行技术任务以及收集和理解数据具有重要意义。此外，对于 HRD 从业者来说，AP 行为对于自我意识和从失败和成功中学习至关重要。这项研究表明，与成功相比，失败事件提供了更多关于 AP 贡献行为的见解。我们推断，主要是因为失败事件是自我报告的，AP 贡献行为可以帮助 HRD 从业者在应对工作环境的整体需求时改变他们的行为。更多的研究应该通过失败的视角来检查 AP，尤其是在个人层面，因为失败本身可能是变革性的。最后，我们认识到 AP 是 HRD 从业者专业化不可或缺的一部分，因为他们的工作有助于创造和重新创造人类专业知识和组织效率。AP 贡献行为可以帮助 HRD 从业者在应对工作环境的整体需求时改变他们的行为。更多的研究应该通过失败的视角来检查 AP，尤其是在个人层面，因为失败本身可能是变革性的。最后，我们认识到 AP 是 HRD 从业者专业化不可或缺的一部分，因为他们的工作有助于创造和重新创造人类专业知识和组织效率。AP 贡献行为可以帮助 HRD 从业者在应对工作环境的整体需求时改变他们的行为。更多的研究应该通过失败的视角来检查 AP，尤其是在个人层面，因为失败本身可能是变革性的。最后，我们认识到 AP 是 HRD 从业者专业化不可或缺的一部分，因为他们的工作有助于创造和重新创造人类专业知识和组织效率。