ACC, a Danish company, experimented with a new type of training that was designed to create adult learning associated with the production of a learning organization. Initially, the attitudes about the project were quite favourable, however upon launch, participants chosen for the activity found it to be without much merit. …
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ACC, a Danish company, experimented with a new type of training that was designed to create adult learning associated with the production of a learning organization Initially, the attitudes about the project were quite favourable, however upon launch, participants chosen for the activity found it to be without much merit. This was due to poor communication about the nature of the project, less autonomy and shared decision-making, and the fact that the organisation remained static and would not be changing. This project recommends that there be a new system of training for creating a positive attitude for a learning organisation that include better preliminary communications and also with margin for organisational flexibility. Article overview The article selected for review, “The learning organization: an undelivered promise”, highlights the activities associated with a year-long training seminar targeting professional employees at a Danish organisation known as Administrative Case Consideration (ACC). The purpose of the study was to identify the different training methods used to foster a new collaborative learning organisation in which managers could develop new skills as knowledge managers dedicated to promoting learning across the entire staff. The goal was to change employees whilst the organisation, itself, as well as its internal policies and processes, remained static and unchanging. The study’s methodology consisted of professionals being grouped into four work teams, with each portion of training for each team carried out over a three month period. Teams rotated throughout the entire year until the entire organisation had been through the programme. Direct observation by the researcher occurred, therefore validating results significantly as the researcher was able to both participate and interview those involved in the training sessions. Pre- and post-interviews were delivered to the training members to identify whether their attitudes about the training has changed after their three month session was completed. There were four models used in the training, including quality, communications, and generic principles associated with total quality management. The article informs the reader by identifying that such structures are oftentimes socially driven with frustrations caused by limited new skills development. It shows that adult learning is sometimes complex with radical social structures guiding its development and effectiveness, even when social dimensions are not the goal of creating a learning organisation. The advantages of this training were closer interpersonal relationships with colleagues, more so than embracing of the learning organisation concepts. Andragogic approach This study was andragogic in design as it facilitated learning with adult participants. In many ways, it was self-directing, oriented to provide meaningful insight surrounding current problems and tasks associated with ACC, and based on trust and collaboration. These are necessary to facilitate andragogic learning effectively (Guldem 2009). Since the study did not involve youths, it was not pedagogic in nature and the basis of learning was geared around the elements of adult management and leadership necessary to achieve the goal of promoting a learning organisation. The learning was supposed to be intrinsically motivated, as the preliminary interviews had identified that the majority of participants were initially excited and interested about joining the training structure. However, considerable frustrations occurred in this andragogic effort that will be identified. The model of training used The model used was unique to the environment and activities associated with ACC, however were loosely based on John Dewey’s theory of learning. In this theory, the professionals “require a preparation to enable them to sense uncertain situations and act upon them by way of inquiry”
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“Human Resource Development Essay Example | Topics and Well Written Essays - 1000 Words”, n.d. https://studentshare.org/human-resources/1425131-human-resource-development.
6). Essentially, it’s shaping an organization nurture internal accountability by managing performance through enculturation of service within a given system (Gibbs, 2007). This essay aims to design an HRD plan for SM company but focused on the significance of mentoring and coaching to enhance workers’ performance befitting to company’s need.
This essay seeks to compare two academic articles that involve the elements of HD and HRD. Summarizing the central arguments of the authors by using HRD theories and research methodologies, this paper reaches the conclusion of the importance of training and development, culture, and values, not just within the corporate context but also in the global perspective. This is done by reviewing the development of HRD theories and practices, as well as the introduction of argument justifications.
Make it relevant to the employee: If the training is relevant to the employees’ needs, they are more likely to use them for the benefit of the company. Training should be an opportunity for personal development of the employee. Design or obtain employee training that has clearly stated objectives with measurable outcomes.
Figures collated from Harris Interactive by HR Magazine revealed that 38% of employees had not received any training in the past 12 months, with a further 20% responding that learning budgets had been cut as a result of the recession (Feldstein, 2011: p6 55).
These diversifications that organisations have embraced are mainly in terms of increasing the range of products and services that they offer or expanding their operations to different regions in the world. As a result of the diversification, organisations have had to embrace new trends in maintenance and development of skills among their employees to match up to the demands by the new working environment (College Of Agriculture, Food And Rural Enterprise, 2007, p99).
The corporate world has begun to realize the need and importance of employee development in the current dynamic business environment.
An awareness of how individuals differ in their values priorities and values maturity, learning style, orientation has helped many companies cope better with interpersonal conflicts, botched communications, breakdowns in trust, and misunderstandings.
However, despite these initiatives, Westway Land requires new policies and procedures to ensure that junior-level managers are trained efficiently to handle the roles of middle management and requires systems by which to evaluate training
key role in determining any organisations productivity, hence making human resource a, which slightly differs from labour, a vital asset in organisation. In efforts to improve the productivity of labour, UK government has been involved in human resource development through
Here are the training and development programs for five of the staff members:
The event supervisor should have a training and development program that focuses on the employee aid through ongoing encouragement, effective communication and identification of interests,
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