FOUNDATIONS OF HUMAN RESOURCE DEVELOPMENT

Foundations of Human Resource Development

Foundations of Human Resource Development

1. Is it possible to take the perspectives of Swanson, Holton, Torraco and Ruona to comprise a philosophic theory for HRD that is consistent, simple to understand, and that will hold up under both academic rigor and industry practice?

According to this view, the HRD helps to increase the capacity of individuals to learn, helps groups overcome barriers learning and helps organizations in creating a work culture aware that promotes learning. Underlying this perspective, the belief that HRD should focus on change instead of learning. The performance-oriented perspective has been expressed by Swanson (1995) and Kuchinka (1998). Based on this perspective, the performance lies in achieving outcomes or "outputs." Holton coined the term system performance (in English, performance system) which is defined as any system that has been organized to accomplish a mission or purpose. In this regard, HRD must enhance organizational effectiveness. Swanson and Holton (2001) HRD will consider opportunities to exert power and influence in organizations as long as they focus both on the results of learning and performance to be achieved.

In the model of Swanson and Holton (2001), HRD is defined as a process development and deployment of human expertise through the development organizational training and staff development in order improve performance. Additionally, the authors define what in his opinion the two key components of HRD are: The first component is training and staff development, which we define as process to develop, systematically, individuals with expertise in the purpose of improving performance. The other key component is the development organizational (DO), which these authors define as the process implement systematic, organizational change in order to improve performance. The model of Swanson and Holton is to visualize the HRD as a system, which the influence of each ...