To me, HPT is at the heart of corporate learning and development. Understanding how learning interventions play a role toward performance is key in the development and application of learning activities. I had a boss that liked to say, “we don’t train for training’s sake.” He liked to remind us that we are a part of the performance process. HPT is the method by which we determine what interventions are necessary for creating high performance teams. The outcomes may include training or they may not. The purpose is not to determine what training is needed – a common inclination of us ID folks.

I had the opportunity to participate in several HPT-like interventions while working for Intuit, Inc. I say HPT-like because the exact process wasn’t used. Parts were skipped or glossed over due to inexperience of the team or time issues. But the introduction was enough to make me want to understand more.

In the fall of 2010 I had the opportunity to certify through ASTD in HPT. It was a great experience. Unfortunately I left Intuit before I had a chance to apply my newly obtained knowledge. Later at Apria Healthcare I had the chance to carry out an abbreviated assessment and was please with the results.

My hope is that this course will refresh those skills that have rusted up from disuse. I love the concepts of HPT and hope to be able to apply them in my new position at Maricopa County. I’d like my future work efforts to include and emphasize this area of expertise.

What I feel I contribute to this course is my willingness to share the little experience I do have. I admit that I am more of a receiver than giver in terms of my course participation. But what I can contribute, I will.