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Strategic HRD practices as key factors in organizational learning - Coggle…
Strategic HRD practices as key factors in organizational learning
HRD
a process of developing and unleashing human expertise through organization development and personal training and development for the purpose of improving performance (Swanson, 1996)
SHRD practices
SHRD is an organized learning activity within the organization used to improve performance and personal growth (Gilley & Eggland, 1989)
Organizational learning
organizational learning is a process to
improve the development of the organization by means of new initiatives (technological, productive or commercial)
Relationships among SHRD practices and organizational learning
Integration with organizational missions and goals
Top management support
Environmental scanning
The environment can also act as a threat to the HRD function.
build strong strategic partnerships with functional areas
training and development are either more
systematically linked to such goals
systematically integrated withorganizational needs that they are seen as a necessity for organizational survival
HRD plans and policies
clearly sets out for employees the different types of education, learning, and development activities that they can undertake to help
develop their skills and knowledge
Line manager commitment and involvement
the competence of line managers is vital to a successful implementation of strategic HRD
Existence of complementary HRM activities
HRD must view itself as one strategy available to an organization wishing to retain, develop, and motivate its human resources
Expanded trainer role
place high demands on the skills and credibility of the HRD specialist
Recognition of culture
HRD function has a key role in maintaining and changing corporate culture
Emphasis on evaluation
If the HRD function wishes to have a strategic focus, then it must evaluate its activities
Relationships among organizational learning and HRD outcomes
Shaping organizational mission and goals
Top management leadership
leadership factors have strong effects on top-management innovation influence.
Organizational learning provides an
opportunity to shape organizational mission and goals
Environmental scanning by senior management
HRD strategies, policies, and plans
Strategic partnerships with line management
Strategic partnerships with HRM
Trainers as organizational change consultants.
Ability to influence corporate culture
Emphasis on individual productivity and satisfaction
increase in the level of participative activity was
associated with an increase in productivity and employee satisfaction
analyzed the management of racial and gender identities and conflicts
special implementation role in relation to HRD
corporation’s competitive strategy
focus on issues related to creation, maintenance, and assessment of SHRD
develop the internal learning consultancy capabilities,
senior managers conduct environmental scanning and a firm’s level of commitment to the planning process
organizational change in the workplace appears to be a benefit when
organizational learning is headed by SHRD practices.
SHRD practices may
help the organization integrate its vision, mission, strategy, and practices
the organization may become more diversified in the workplace