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

Summary In this paper the ideas and features of stategic human resouces emergence be contrasted with the concept of employee- commemorate HRD. trio sequential studies are presented, all conducted in gift monetary resource in the Netherlands: (1) a ripening news report on a management-driven HRD curriculum; (2) replication study in five arrangings; (3) a cultivation study on an employee-driven HRD programme. entropy were collected apply a variety of methods and instruments. Results show that excessively a authoritative institutional climate, none of the elements in the conceptual poser of management driven indoctrinate and acquire could be found. The carrying out of these principles was possible, but merely with fortified efforts, because of continuous work pressures impertinent with (off site) tuition activities. In employee-driven raising and encyclopedism the trainer facilitates employees to commingle working and learning to the maximum. This resulted in change magnitude innovation, increase performance of the team and increase motivation and satisfaction of the move members. Problem: There is little doubt that pedagogy and development are of smashing importance for companies, institutions and government agencies. The sure presumption is that pedagogy and development should support the strategy of the organisation and that the learning outcomes eventually stomach to the financial results, societal relevance, customer and employee satisfaction.

The main characteristic of strategicalal human resource development, and particular(prenominal) the formal didactics and learning, is that the respective(a) activities are driven by management. Management- driven training and learning is based on the trust that there is a occlude relationship between the strategic policy, personnel policy and the training policy (Rothwell & 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 can be steered and controlled. The Human Performance engineering approaches as described by Stolovitch and Keeps (1992)... If you want to get a full essay, order it on our website: Ordercustompaper.com

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