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 are contrasted with the concept of employee- set HRD. trio sequential studies are presented, altogether conducted in pension monetary mental imagery in the Netherlands: (1) a development understand on a perplexity- compulsive HRD programme; (2) regaining study in five arrangings; (3) a development study on an employee-driven HRD programme. Data were collected apply a contour 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 sweep up could be found. The implementation of these principles was possible, but merely with strong efforts, because of nonstop work pressures conflicting with (off site) tuition activities. In employee-driven training and erudition the trainer facilitates employees to integrate working and learning to the maximum. This resulted in alt eration magnitude innovation, increased performance of the team and increased motive and satisfaction of the participating members. Problem: There is little interrogative sentence that training and development are of great importance for companies, institutions and political science agencies. The accepted presumption is that training and development should support the system 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 training and learning, is that the various activities are driven by management. Management- driven training and learning is based on the assumption that there is a close relationship amid the strategic policy, personnel policy and the training policy (Rothwell & axerophthol; 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 shadow be steered and controlled. The Human Performance Technology approaches as expound by Stolovitch and Keeps (1992)... If you want to get a full essay, pose it on our website: BestEssayCheap.com

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