Lecture 4: HRD Flashcards
What is the difference between learning and HRD?
Learning focuses on the process that changes the SKA’s of individuals or a collective unit
HRD focuses on learning that is relevant for organisations and may lead to an increase in individual, team, (inter) organizational performance
What are the 4 HRD waves?
(1) Wave 1: The individualization of learning
(2) Wave 2: The discovery of the strategic value of HRD (exclusive TM)
(3) Wave 3: The diversification of HRD (inclusive TM)
(4) Wave 4: HR as a decision science
What are the benefits of HRD on different stakeholder levels?
Individual: performance related benefits (SKA’s, well-being, motivation)
Team: performance related benefits (collaborative problem solving, team building)
Organisation: performance related benefits (productivity, turnover, employee satisfaction)
Society: economic prosperity (better quality labour force national economic growth)
What is the difference between exclusive and inclusive talent management?
Exclusive TM is not for every employee, the belief that only a small percentage (<20%) are talented and are star players that can make substantial contributions to organisational performance
What is the difference between affective and cognitive reactions?
Affective reactions: motivation, satisfaction and commitment
Cognitive reactions: increase in skills, knowledge and abilities
What does wave 1 focus on (Han et al., 2017)?
- Individual learning as outcome rather than improved organisational performance
- formal training by classroom sessions
- instructional design represents administrative focus in HR in general
What does wave 2 focus on?
- How HRD should be integrated into the organisation, not just the individual.
- Talent as capital based on the RBV
- Exclusive TM assumes based on social exchange theory that employees who are assigned as talent will increase in affective and cognitive reactions
What are the negatives of exclusive TM?
(1) perceived lack of fairness leads to decreased motivation and performance
(2) diversity challenges
(3) criticism on PM due to encouraging competition
What is the three self-fulfilling prophecies related to exclusive TM?
(1) Pygmalion effect: being assigned a ‘talented’ label might in itself lead to increases in performance beyond whether they are an actual talent or not.
(2) Success syndrome: early career sponsorship of talent leads to exceptional success, in part due to the extra organisational support (i.e. success leads to more success).
(3) Crown prince syndrome: tell a person they are talented and they stop trying as they feel assured of a spot in the organisations senior management and lose motivation
What is the difference between the learning and performance perspective?
Learning perspective says that the true nature of HRD lies in developing the learning capacity of individuals.
Performance perspectives advocates for the performance of individuals, groups and entire organisations as the core product of HRD in alignment with organisational goals.
What does wave 3 focus on?
- The globalization and international HRD
- Advancements in technology
- Focus on diversity of learning activity and gives rise to inclusive TM
What is positive psychology?
Talent as positive characteristics that allows each individual to reach their maximum capacity, by increasing person-job fit employees can work on tasks that play to their strengths. Steps away from exclusive TM.
What does wave 4 focus on?
- HR as a decision science focused on strategic focus and talent segmentation however it is more evidence based instead of relying on intuition
- It should consider the best developmental opportunities for different types of talents.
Forward-thinking solutions in HR research suggested by (Cohen et al., 2015)
(1) HR standards
(2) HR competencies and credentials
(3) Consistent HR curriculum (combats lack of barriers to entry) (include data analytics)
(4) HR professional development
(5) HR research (but not just executive, rather all participants of HR)
(6) Establishing close collaborations in organisations
What are the 9 competencies of the SHRM HR Competency model (Cohen et al., 2015)?
(first four are most important for beginners)
1) HR technical expertise and practice
2) Relationship management
3) Communication
4) Ethical practice
5) Consultation
6) Leadership and navigation
7) Global and cultural effectiveness
8) Critical evaluation
9) Business acumen
