Author: Dr. Shirley J. Caruso, Ed.D.
The Pros and Cons of Instructor-Led and Web-Based Training
There are a many training methods today that are easily available, but organizations must consider the time and costs involved, and whether the curriculum and course oriented match the needs of the organization.
When Does A Training Need Exist?
It is the responsibility of the HRD professional to plan and implement the needs analysis process. Generally, the data gathering methods used include survey questionnaires, interviews, management requests, performance appraisal recommendations, observation questionnaires completed by immediate superiors, skills tests, and the organization’s records and documents that indicate training needs. These records and documents include productivity, sales and cost records, employee performance evaluation and merit ratings, accidents reports, employee attendance records, employee grievance filings and turnover rates, and conducting one-on-one interviews.
HRD: Helping People Grow Within an Organizational Setting
An alignment between strategy and training and development is now commonly regarded as good business sense in all corners of the globe, but despite this, there is some evidence from both Europe and the United States that, while at an intellectual level this link is recognized, the practice may be considerably different in many countries. Training and development has traditionally been a functional division of the personnel department concerned with carrying out the identification of training and development needs, planning and designing training, implementing training and evaluating it (Wilson, 1999).
The Importance of Developing Human Resources
HRD is the integrated use of training, organizational development and career development efforts to improve individual, groups and organization effectiveness. HRD helps to develop key competitiveness that enables individuals in organizations to perform current and future jobs through planned learning activities. HRD also helps to manage various work groups within organization, motivation issues and manage changes in the organization. HRD ensures an alignment between an individual and the organization’s needs.
Attaining Organizational Acceptance
Many change management concepts result in cosmetic unsustainable transformation rather than the desired durable change. Before change is implemented, there is need to verify its suitability, to gain insight into the problems likely to be encountered during execution. To ensure sustainable organizational change and development, there needs to be clear guidelines and strategies to ensure continuous rather than episodic change. Top-down bottom-up communication is critical to the success of organizational change, as well as allowing the participation of employees. When employees feel part of the transition, they are more likely to be supportive of the change effort. Organizational Change and Development are vital concepts in the survival and good performance of any organization, and require an intimate and effective inter play among the structures, participants and processes pertaining to the organization.
Piaget’s Cognitive Development Theory
There are two key aspects of Jean Piaget’s developmental theory. The first is the aspect of knowing and the second is the aspect of acquiring more knowledge. Piaget as a biologist was interested in how organisms adapt. According to Piaget, mental organizations or schemes, as he referred to them, control the behavior of an organism (Learning, 17th June 2008). He further defines the behavior of an organism as the organism’s adaptation to the environment. He goes on to argue that the adaptation is as a result of the biological need for balance between mental organization and the environment.
Management of Human Capital
Good employees exhibit such characteristics as high job satisfaction, dedication to the organization, motivation and dedication to serve the public and the organization. Individuals with these qualities contribute positively to the performance of the organization. Individual-level factors are therefore important in predicting the performance of an organization. It is thus important to note that people are the most important cause of the good performance of an organization. Organizations perform better when they value their employees and perceive them as assets rather than liabilities. Essentially, people-centered management and people-oriented practices increase employee satisfaction and thus, improve organizational performance.
Today’s Organizations Need to Constantly Learn
Organizations today are faced with the need for continuous transformation. This change must be comprehensive and above all, sustainable. In a way, organizations could be said to be in a continuous state of metamorphosis, a phenomenon necessitated by the need to keep up with developments in the new information age. Consequently, alternative theories are being adopted, which means organizations have to make conscious efforts to move away from their comfort zones.
Children and Adults Learn Differently
When children learn, they are guided by role models and substitute knowledge and experiences of others. Teachers tell them when situations are worth following and when situations are to be avoided. Adults learn by performing in their own environment and problem situations. Children’s learning is enhanced by rewards and punishments. To recognize their acquired learning and also to encourage them to learn more, they are provided with rewards like high grades and verbal praise. Adults are more goal-oriented. Their readiness allows them to immediately apply their learning to achieve their goals.