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 argon contrasted with the concept of employee- set HRD. trio sequential studies are presented, whole conducted in pension monetary choice in the Netherlands: (1) a development film on a focusing- compulsive HRD programme; (2) coming back study in five arrangings; (3) a development study on an employee-driven HRD programme. Data were collected apply a channelise 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 carry could be found. The implementation of these principles was possible, but merely with strong efforts, because of unvarying work pressures conflicting with (off site) tuition activities. In employee-driven training and accomplishment the trainer facilitates employees to integrate working and learning to the maximum. This resulted in change magnitu de innovation, increased performance of the team and increased need and satisfaction of the participating members. Problem: There is little interrogative that training and development are of great importance for companies, institutions and organisation agencies. The accepted presumption is that training and development should support the strategy of the organisation and that the learning outcomes ultimately contribute to the financial results, social 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 amongst the strategic policy, personnel policy and the training policy (Rothwell & angstrom; 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 freighter be steered and controlled. The Human Performance Technology approaches as set forth by Stolovitch and Keeps (1992)... If you want to get a full essay, tramp it on our website: OrderCustomPaper.com

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