We are well on the way to that partnership goal, but we are certainly not there yet. An HPT model can successfully meet management's ongoing needs.
1. Can HPT ever be management's partner on an ongoing basis?
2. Can HPT be the partner that management cannot do without, management's must-have partner, the go-to partner to continuously identify or help solve issues of work performance as they emerge?
3. Can HPT become a partner that is not eliminated or severely reduced in numbers and influence in hard economic times?
4. Is it not the hard times when work performance improvement is even more needed by management?
5. Should HPT be part of the solution, rather than being perceived as part of the problem or something to be ignored?