HUMAN RESOURCE DEVELOPMENT Human Resource Development

Human Resource Development: Learning and Performance

The purpose of HRD is to focus on the resource that humans bring to the success equation—both personal success and organizational success. The two core threads of HRD are (1) individual and organizational learning and (2) individual and organizational performance (Swanson et al 2009). Some view learning and performance as alternatives or rivals, white most see them as partners in a formula for success. Thus, assessment of HRD successes or results can be categorized into the domains of learning and performance.

Organizational learning has been endorsed by several studies as an adjustment of organizational behavior, a change in their cognitive structure, or a combination of both, occurring in two levels in the impact it has on the patterns that guide their action. To ensure its survival, the modern enterprise must develop creativity among its people. Otherwise, it will disappear under the pressure of competition due to better products or lower costs.

It should therefore necessary for the sustainability of the company, that HRD professionals establish among its staff a culture of creativity and experience. To do this, the HRD professionals must encourage those elements that aspire to innovate and accept without hesitation. Their innovative ideas should be given regard and the price in terms of costs and / or risks should be weighed against the benefits that those idea may deliver.

In recent years, companies invest a lot of manpower, material and financial resources for the various forms of training to enhance the organizational performance and strength and competitiveness of its members. However, the practice in many enterprises such as stop-gap measures and spoon-feeds training proves to be a temporary solution (Swanson et al 2009). This type of training, at best, can only improve the skills and increase knowledge, but ...