Explained on the attachment - Assignment Example

Human Resource Development Theory Overview Application Page Number Performance Paradigm of HRD (Swanson & HoltonIII, 2001)Performance is the realization of set missions by gaining the desirable outcomes. Performance Paradigm of HRD defines the reason for HRD as the advancement of the missions formulated by the performance system.Used by firms to evaluate organizational performance and in turn ensure the achievement of set goals and objectives.137Learning Paradigm of HRD(Swanson & Holton III, 2001)An area of study that aims at enhancing team-based learning at individual, group and organizational levels.

A learning culture is thus established in the organizations. Barriers to employee learning are also avoided.Training and education of employees on emerging trends in organizational activities.134Behaviorism(Swanson & Holton III, 2001)One of the meta-theories of learning. Focuses on behavioral changes that result from learning. Emphasis is also put on the effects of the external environment on individual’s behavior. Employee motivation is key in influencing employee behavior. Most organizations introduce training programs to enlighten employees thus influencing their professional behavior.

Rewards are used to motivate employees and enhance good conduct.150Cognitivism(Swanson & Holton III, 2001)Mainly emphasizes on intuition and understanding. People are viewed as independent from environmental influences. On the contrary, the theory portrays people’s ability to determine the condition of the environment.Employees in firms may be given the liberty or freedom of free mindedness. Therefore, workers are able to enhance their workplaces to suit their professional roles.153Humanism(Swanson & Holton III, 2001)A psychological approach that focuses on personal development for example through learning.

Individuals are seen as seeking self-actualization through adequate learning and are able to actively control the learning activities independently. Humanism is evident in the self-initiated programs developed by employees. Workers become more experienced and this enhances HRD.155Social Learning Puts emphasis on learning by observation of other people. Therefore, individuals learn from others in their environment. Role models are imperative in this case because they influence the behavior of those who look up to them.

Managers and organization heads can be role models for junior employees. In firms, employees can learn from their superiors..156Constructivism(Swanson & Holton III, 2001)The theory stipulates that learning is context-dependent. This means that after learning, people make their own conclusions on over what was learned and develop personal meaning of the knowledge gained.In HRD, relate new information with old ones to formulate reasonable meaning. This is vital for the analysis of information and decision making in organizations.

157Taxonomy of Performance Gives a glimpse of the expertise or professionalism required of organizations. The theory accesses two main problems, that is, sustaining the system and changing the format of the system. The level of expertise of the workers in operational firms is subject to scrutiny. Taxonomy of performance provides a platform for the evaluation of employee performance.204Incidental and Informal learning(Swanson & Holton III, 2001)It is an unstructured learning procedure that has recently been adapted by professionals.

In this case, what is learnt by the workers is related to the work they do and not to other planned learning materials or procedures.Workers in organizational settings are able to learn informally through the daily activities they carry out. They can also learn from each other. Therefore, structured or planned training programs are not the only solutions to employee learning requirements. 207ReferenceSwanson, Richard A & Holton III, Elwood F. (2001). Foundations of Human Resource Development.

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