HUMAN RESOURCE DEVELOPMENT

Human Resource Development



Human Resource Development

For this paper we shall be covering several questions and answers them with reference to context of knowledge and expertise.

CHAPTER 11: THE NATURE OF EXPERTISE

Q3. What is the difference between knowledge, competence and expertise?

Keeping in view with context of human resource development, knowledge implies any given set of skills and all learning that has been earned, acquired or gained through experience. Competence suggests any ability, trait, quality or qualification that a person has which has either been in-built of the person (termed as 'talent') or has been earned after holding constant and iterated practice for a designated time period (Swanson, 2009). Finally, expertise is a combination of both knowledge and competence, a hybrid that marks a particular individual and their reputation towards being a specialist in a particular field and helps distinguish the experienced from the less experienced.

Q6. What challenges to the profession arise from focusing on expertise as an outcome of T & D? How could they be overcome?

When it comes to understanding the discipline of training and development, expertise become a key concern, since hiring the right candidate for the right job is priority. In addition to this, the candidate also needs to be suitable not just for the job, but at the same time should make enough expertise and show a team-building attitude in order for the candidate to excel in the organization and aim towards his career progression.

Finally, the objective of training and development is to provide staff with the skills and knowledge necessary to meet the targets of the organisation. This, however, is not simply related to the specific training to work practice, including training of any sort is essential because it creates a culture of learning. Thus, developing expertise in this context is ultimately going to ...