HRD: Different Perspectives, Aims, and Objectives
Name:
Institution:
Instructor:
Date:
HRD 4401 Summary 3
Chapter 7 Different paradigms present different perspectives of HRD (Human Resource Development) in terms of its aims and objectives. Consequently, it important to understand the different paradigms since each paradigm will have different approachesa while solving HRD related problems. Experts advise that individuals build their personal beliefs regarding which paradigm suits his or her practice. In our context, it is best to divide HRD into two different paradigms, the performance, and the learning paradigm since they are definite. Moreover, the learning paradigm and the performance paradigm overlook most of the HRD practice as well as the thinking. The learning paradigm is especially predominant in HRD practice in the United States of America. The learning paradigm and the performance paradigm are very dissimilar in many aspects. For instance, as the learning paradigm focuses on individual learning the performance paradigm focuses on the individual performance improvement. Learning paradigm of HRD is the field of study and practices that nature a long-term work-related learning capacity in an organization at all levels i.e. individual, organizational, and group levels. The performance paradigm of HRD is the art of realizing units of mission-related outputs. In addition, performance can be an organized system meant to accomplish a purpose or a mission. Though the two paradigms are diverse, they both agree on some aspects, for instance they both agree that improvement of organizations is through human expertise. Different experts and philosophers hold different perspectives on the performance aspect. Performance can be as a natural outcome of humans’ activities, performance is an important input in economic activities, or performance can also be a tool of oppression. There are different views held regarding then learning paradigm. Learning is a humanistic Endeavor, as it enhances the potential of
Institution:
Instructor:
Date:
HRD 4401 Summary 3
Chapter 7 Different paradigms present different perspectives of HRD (Human Resource Development) in terms of its aims and objectives. Consequently, it important to understand the different paradigms since each paradigm will have different approachesa while solving HRD related problems. Experts advise that individuals build their personal beliefs regarding which paradigm suits his or her practice. In our context, it is best to divide HRD into two different paradigms, the performance, and the learning paradigm since they are definite. Moreover, the learning paradigm and the performance paradigm overlook most of the HRD practice as well as the thinking. The learning paradigm is especially predominant in HRD practice in the United States of America. The learning paradigm and the performance paradigm are very dissimilar in many aspects. For instance, as the learning paradigm focuses on individual learning the performance paradigm focuses on the individual performance improvement. Learning paradigm of HRD is the field of study and practices that nature a long-term work-related learning capacity in an organization at all levels i.e. individual, organizational, and group levels. The performance paradigm of HRD is the art of realizing units of mission-related outputs. In addition, performance can be an organized system meant to accomplish a purpose or a mission. Though the two paradigms are diverse, they both agree on some aspects, for instance they both agree that improvement of organizations is through human expertise. Different experts and philosophers hold different perspectives on the performance aspect. Performance can be as a natural outcome of humans’ activities, performance is an important input in economic activities, or performance can also be a tool of oppression. There are different views held regarding then learning paradigm. Learning is a humanistic Endeavor, as it enhances the potential of