It is not known to what extent local government human resources (HR) professionals are capable of systematically addressing human performance issues. Literature on human performance improvement has shown that matching interventions with performance issues may prove difficult for teams charged with improving performance. This is due in part to the absence of an effective model in place capable of systematically understanding performance issues and targeted solutions, and evaluating intervention success. This study examined the impact that an action learning intervention on human performance technology (HPT) had on HR professionals’ in a local government organization. The importance and value of conducting this study was predicated on previous research indicating that systems are required for addressing organizational performance issues. The literature review for this study indicated that HR processes are linked to human performance improvement strategies. Data was collected pre and post action learning intervention. Baseline, or pre data, indicated the need for HR professionals to acquire knowledge of HPT/HPI principles. Level two post assessments yielded results in favor of action learning implementation and self-efficacy determination.