01-12-2012, 05:40 PM
Emerging Concepts of HRD
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Introduction
Training – Systematic and short term acquisition of knowledge, skills and attitude to bring someone to a desired standard or efficiency by instruction or practice
Education - Exposure to planned learning activities to train the mind. A development process affecting knowledge and abilities including character, culture, aspirations and achievements
Learning – Acquiring knowledge of or skill in something by study, experience or being taught – a never ending process of personal unfolding
Development – Realization of potential through activities and supporting processes which positions people for medium and long term opportunities
Emerging key words – Learning organizations, development strategy, change agent skills, knowledge workers
Recent Approaches
Design, delivery and resourcing of learning interventions and opportunities within organizations with the aim to enhance the contribution of individual employed in order to secure an organization’s skill base.
The integrated use of training and development, organization development and career development to improve individual, group and organizational effectiveness.
Emphasis on the development of comprehensive, coordinated and dynamic approaches for major learning initiatives within and outside an organization to order to facilitate the achievement of corporate objectives in a competitive environment.
Findings from Research of 20 leading Companies(Ghosal and Barlett, 1998)
Individual initiative is encouraged. Skills are developed through training.
Creation and leveraging of knowledge takes place through organizational learning, with new career paths, investment, teamwork, action learning and networking to ensure knowledge transfer.
There is continuous renewal through challenge imposed internally; refinement balanced with regeneration and knowledge is used to supplement strategic fit with strategic challenge
Contracts of compliance and control are replaced with commitment and initiative based on learning and self-confidence
Individual competence are developed based on appropriate knowledge, skills and attitudes of front-line, middle and top managers
Transformational processes are managed by developing new leaders
Emerging Concepts
Some of the trends that can be discerned in HRD practice and theory:
Talent Management and Leadership Development - A preoccupation of those at the top and concerned with succession planning while ensuring that each senior position has one or two candidates ready to fill it.
The connection to corporate strategy – The need to position HRD as a strategically important partner by giving it the same level of importance as other functions. Need for learning that emerges from the strategic directions and aims. Development of people can also influence strategy. Hence important to determine the type of learning that will contribute directly to the objectives of the organization.
Wake up Call
The emerging rationale now is on workplace learning and the enhancement of performance as different from classroom training. This can lead to knowledge creation at a macro organizational level and contributes to sustainable competitive advantage. Some elements to consider:
HRD professional have to consider themselves as architects of change within organizations
Operating at organizational levels to create shared learning instead of training of individuals
Line managers and other key organizational players should look at learning issues from a new perspective
HRD professionals occupy a pivotal role in orchestrating change
Establish links between learning, performance and knowledge