Nobody downloaded yet

Human resource development - Essay Example

Comments (0) Cite this document
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. …
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER93.6% of users find it useful
Human resource development
Read TextPreview

Extract of sample "Human resource development"

Download file to see previous pages 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” ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Human resource development Essay Example | Topics and Well Written Essays - 1000 words”, n.d.)
Retrieved from
(Human Resource Development Essay Example | Topics and Well Written Essays - 1000 Words)
“Human Resource Development Essay Example | Topics and Well Written Essays - 1000 Words”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Human resource development

Human Resource Development

...?Human Resource Development Question 5 There are various factors that affect training transferring back to the business are: Creating Employer Branding: This basically means how devoted the employee is to the company. If he is more devoted, then the chances are higher that the training will translate into results for the company. 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. Make sure all the...
5 Pages(1250 words)Essay

Human Resource Development Strategies

...Running Head: Human Resource Development Human Resource Development Strategies of the appears here] of the appears here] Table of Contents 1.0 Introduction 3 It is an irrefutable truth that the upcoming of business venture rely on the contentment scale of its employees. Disgruntled employees reason abrupt tribulations merely to their specific companies. Though, if these tribulations are left insufficiently be presented at they have a propensity to twist out containing other companies, corporations and areas damaging relations, out put, incomes and lastly, too, the making of management prosperity (Unison, 2003). 6 1.1 Weisbord...
14 Pages(3500 words)Essay

Strategic Human Resource Development

.... Furthermore, the specific department comprises a Personnel Manager, a Personnel Officer and 3 Personnel Administrators. The main duties of the staff include the control of all issues related with the firm's human resource management except the payroll sector which has been incorporated in the Finance Department. The Personnel Function reports directly to the Legal Director. It has to be noticed that the authority of the Personnel function is limited and does not control the training sector which has been structured as a separate department within the company. Another significant problem is created by the fact that there is not a specific provision for the training of the head offices' personnel...
9 Pages(2250 words)Essay

Human Resource Development, Motivation a loss of trust. (8) Match tasks to talents. Assign individuals with tasks they would enjoy or are particularly good at. This would help improve employee's confidence level. (9) Don't forget the fun. Once in a while, put work aside and do something nice for the employees. (10) Set an example. Great people make others around them feel that they too can become great. ( Employers need to realize that motivating employees is not as difficult as it may seem to be. Employees do a part of the job by trying their best to keep themselves motivated. It is not in the nature of...
3 Pages(750 words)Essay

Human Resource Development

...Introduction Of all the assets in a company, the human resource is the primary resource which can decide the survival and growth. When the human resource in an organization is motivated, the achievement of the goals becomes easy, but on the other hand, when the people in the organization are not motivated, then they are not assets but liabilities. 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...
6 Pages(1500 words)Literature review

Human Resource Development

...all other policies, the HRD policies are also directly influenced. The following discussion presents a detailed account of how firms shape and re-invent their HRD policies in conformity with their business requirements and what processes are the most crucial for survival in an environment where a competitive advantage is the only way to survive in the market. The paper also contextualizes the various learning and developmental activities that international firms take up in the attempt to brace with the changing business climates and the paper provides a brief outline of the HRD processes implemented by two international organizations in their various international business units. Introduction: Strategic steps for human...
22 Pages(5500 words)Essay

Human Resource Development--

...Human Resource Development This paper presents a discussion on the factors that determine whether training transfers back to the job. It also offers a description on the purpose and advantages of conducting a needs assessment and illustrates how an organization may determine its training needs. The paper also explores factors influencing learning motivation. Finally, the paper will also discuss the advantages and disadvantages of interviewing to discover personal opinions in the determination of a potential trainee’s development needs. Human Resource Development Training Transfer Many organizations usually invest heavily in employee training with the expectation that the acquired knowledge will be replicated at their work places... Resource...
2 Pages(500 words)Assignment

Human Resource Development--Question

...Introduction to Human Resource Development HRDV 5000 Outsourcing training v. developing the training As a HRD professional what must you consider when determining to outsource your training or develop and deliver the training in-house? I would prefer to develop and deliver the training-in-house due to several considerations. First , it would be more cost effective to utilize the human resource available not only in terms of cost, but also in learning curve. It is way more expensive to hire outside consultant and/or trainors to do the training and they still have to study the organization which could take time before they can do the actual training. Second, using in house employees will have a positive effect of developing... these...
2 Pages(500 words)Assignment

Human resource development

...Human Resource Development Introduction Strohmeier (2007) defined E-HRM as the method of planning and implementation of information technology for the optimum performance of HR activities. It makes proper use of web, voice and conventional technologies to upgrade various HR administration, transactions and performance. Parry et al (2007) believe that E-HRM essentially decentralizes various HR functions, which allows managers and employees to strengthen the HR functions through accessing channels of web-technology or intranet. This essay is to analyze E-HRM matter in modern company. The purpose will be first studied via operational, rational and transformational angles. Next, it will be presumed the possible effectiveness... and...
5 Pages(1250 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic Human resource development for FREE!

Contact Us