Using a human performance technology and improvement intervention to mitigate human resource business partner skill gaps



Action learning and action research often receive combined attention. This action research project used a team of human resource (HR) professionals to pilot using action learning to train them about implementing human Performance Technology (HPT) and human performance improvement (HPI) concepts into their daily work processes. Skills development has become a central focus of most HR teams since the end of the pandemic. Thus, learning professionals have begun to emerge as leaders in HR departments, including chief learning officers, although some show gaps in their ability to provide transferable learning to their employees. This case study described a pilot training process. It showed that learning and transferable knowledge could occur by using the Revans’ L = P + Q (learning equals programmed knowledge plus questioning) equation along with action research principles where the researcher actively facilitates the scenarios of the research project. Findings included a positive increase in participants’ confidence levels in using HPT and HPI in the workplace. The case had practical implications by offering a process for new HR teams and learning directors to establish, create, and facilitate an action learning program.


Metrics Loading ...

Author Biography

Gary Wash, GaryWashConsulting

Gary Lorenzo Wash, Ph.D., is a human resources business consultant who has also spent the past 9 years as a professor of HR management at a national university system. As a solutions architect for strategy, learning & performance Improvement, Dr. Wash has spent the greater part of the past 28 years partnering with varying organization stakeholders and HR leaders to conceive, design, deliver, and evaluate best-in-class HR and talent development solutions tied to strategy, performance, and employee engagement. He is also a military veteran who retired honorably with 20 years of active service.  


Alkharusi, H. (2022). A descriptive analysis and interpretation of data from Likert scales in educational and psychological research. Indian Journal of Psychology and Education, 12(2), 13-16.

Alqudah, I. H. A., Carballo-Penela, A., & Ruzo-Sanmartin, E. (2022). High-performance human resource management practices and readiness for change: An integrative model including affective commitment, employees’ performance, and the moderating role of hierarchy culture. European Research on Management and Business Economics, 28(1), 100177.

Bens, I. (2000). Facilitating with ease: A step-by-step guidebook with customizable worksheets. Jossey-Bass, Inc.

Berdie, D. R., Anderson, J. F., & Niebuhr, M. A. (1986). Questionnaire design and use. The Scarecrow Press, Inc.

Boyd, M. (2002). Gap analysis: The path from today’s performance reality to tomorrow’s performance dreams. In G. M. Piskurich (Ed.), HPI essentials: A just-the-facts, bottom-line primer on human performance improvement, (pp. 41-49). ASTD.

Brockbank, A. (2004). The action learning handbook: Powerful techniques for education, professional development and training. RoutledgeFalmer.


09/19/2023 — Updated on 09/22/2023


How to Cite

Wash, G. (2023). Using a human performance technology and improvement intervention to mitigate human resource business partner skill gaps. CORALS’ Journal of Applied Research, 1(3), 21. Retrieved from (Original work published September 19, 2023)