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The Role of Human Resource Development in Continuous Improvement: …
The Role of Human Resource Development in Continuous Improvement:
Facilitating Learning and Change
Introduction
Sustaining a competitive
advantage increases the probability of long-term survival and financial success of the organisation (Kuratko, Ireland, & Hornsby, 2001).
An organisation should have
the capacity to exploit its knowledge and learning capabilities
, as a competitive strategy
HRD evolved as a
critical element of broader business
and
human resource management strategies
Continuous Improvement
widely adopted &an important component of increased company competitiveness.
CI culture gives rise to an innovation culture
critical to the ability of companies to develop
take new strategic directions
Enables a company to be more successful in pursuit of a specific strategy or set of objectives.
CI attractions
Potential low cost approach
Successful CI requires long term organisational commitment to a course of action and the development of a consistent set of shared values or beliefs
Keys of sucessful CI
ongoing process of plan
(planning
improvements)
do
(implementing improvements)
check
(whether expected
performance have been achieved)
act
(standardise the new practice).
Increased business performance
Effective and sustainable continuous improvement of the manufacturing
strategic approaches
act locally in response to those
needs.
responsive and able to adapt their strategy quickly
Issues
cost reduction and product quality
Learning and Work
knowledge creation flows from explicit to explicit and tacit to
tacit
Explicit knowledge
expressed in words
numbers and shared in the
form of data, scientific formulae, specifications, and manuals
Tacit knowledge
highly personal and hard to formalise,
Difficult to communicate and share with others
a way of describing an individual’s worldviews
embedded in individual action and experience (know-how),
can only be usefully accessed if the organisation has the appropriate learning mechanisms in place.
Knowledge as information combined with an individual’s or
organisation’s experience, context, interpretation and reflection.
Beers (1996
)
Information must be appropriately managed
organisation can understand and progress toward goals
decision-making
processes
communicate to groups inside and outside of the organisation
Integrating Learning and Work
The rate of improvement in organisations--limited by the rate
Organisational learning consists of
more than individual employees gaining knowledge.
Major organisational challenge
internal integration of individuals within a shared culture that facilitates learning
Conclusion
HR functions involves in CI activities make real benefits toward organization
able to draw upon additional expertise and capabilities that enhance learning
build capabilities that engender a better CI culture
involvement need
time and money
senior management team
