Introduction to HRD models and process
In this chapter Swanson mainly discusses the four points of agreement within HRD,HRD world views, HRD process, threats to excellent practice, ethics and integrity standards. HRD is a process in which the employees of an organization are motivated to acquire and develop technical, managerial and behavioral knowledge, skills and abilities, and the values, beliefs, attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational, group, individual and social goals. The core motivator of HRD professionals is “Improvement”. So, in the HRD Points of Agreement Goal of improvement makes things better for the future. HRD is problem/opportunity oriented and HRD professionals’ views are on problem solving orientation: there is a present state, a future desirable state, and a gap between opportunities. This problem oriented is going to improve opportunity thinking. Systems thinking is a conceptual framework to make patterns clearer and to help us see how to change them effectively and System thinking allows HRD to view things as a system. As Peter Senge explains,”Systems thinking is a discipline for seeing wholes. It is a framework for seeing interrelationships rather than things, for seeing patterns of change rather than static ‘snapshots.’’ Once Margaret Wheatley(1999) said ,”You think because you understand one you must understand two, because one and one makes two. But you must also understand and…” Systems Thinking is also like that. Systems theory: Input, Process, Output, Feedback all influenced by environment. With the help of Systems theory’s main three questions,1) What is name and purpose of system 2) what are parts or elements of system 3) what are relationships between the parts? TO be effective over time, it is essential to have about HRD World view thinking. The learner’s perspective believe is individual dominating and...
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