An empirical study on the characteristics of management and employee-driven HRD.

Summary In this paper the ideas and features of stategic human resouces development atomic number 18 contrasted with the concept of employee- set HRD. trio sequential studies are presented, totally conducted in pension monetary choice in the Netherlands: (1) a development plain on a watchfulness- control HRD programme; (2) parry study in five arrangings; (3) a development study on an employee-driven HRD programme. Data were collected apply a categorisation of methods and instruments. Results show that besides a authoritative organisational climate, none of the elements in the conceptual framework of management driven instruct and spring up could be found. The implementation of these principles was possible, but merely with strong efforts, because of continuous work pressures conflicting with (off site) tuition activities. In employee-driven training and eruditeness the trainer facilitates employees to integrate working and learning to the maximum. This resulted in channelize magnitude innovation, increased performance of the team and increased indigence and satisfaction of the participating members. Problem: There is little mistrust that training and development are of great importance for companies, institutions and giving medication agencies. The accepted presumption is that training and development should support the outline of the organisation and that the learning outcomes ultimately contribute to the financial results, societal relevance, customer and employee satisfaction.

The main characteristic of strategic human resource development, and special the formal tr aining and learning, is that the various act! ivities are driven by management. Management- driven training and learning is based on the assumption that there is a close relationship surrounded by the strategic policy, personnel policy and the training policy (Rothwell & adenine; Kazanas, 1989). The training activities are perceived as part of the management instruments, by means of which performance of employees and ultimately of departments, units and entire organisations piece of ass be steered and controlled. The Human Performance Technology approaches as depict by Stolovitch and Keeps (1992)... If you want to get a full essay, ordinate it on our website: BestEssayCheap.com

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