![]() The literature has provided many definitions of HRD. According to the National Center for Education Statistics the Classification of Instructional Programs: 2000 Edition identified HRD as a new academic discipline and provided a specific code in 2000. Only recently has HRD been identified as a field in academia. When examining the theories of HRD, Weinberger (1998) reported definitions in the field as early 1970. The HRD field is well established in practice, however has had only a brief formal existence in academia in comparison to many other disciplines (Swanson and Holton, 2001). Human resource development (HRD) is an emergent field that builds upon multiple disciplines including psychology, business, and education (Kuchinke, 2001). The purpose of this paper is to provide an overview of instructional technologies that can be used in the HRD process and, specifically, in training and development. Instructional technology can be used to impact both learning and performance. Learning and performance are two major paradigms within the field of human resource development (Kuchinke, 2000). Similarly, instructional technologies are being used with a variety of content in a number of disciplines with the overarching goal to improve learning. The literature in HRD does not view the areas of learning and performance the same However, the overall goal is to improve the individual and/or organization in a specific area. Within human resource development, Swanson and Holton (2001) state the “two core threads of HRD are (1) individual and organizational learning and (2) individual and organizational performance” Human resource development is conducted in a wide range of organizations for a variety reasons and in turn focuses on an array of content. Technology, globalization, and the changing demographics have created new workplaces that are dynamic in nature requiring effective and strategic human resource development (HRD) for organizations to stay competitive. The paper concludes with the future trends and impact in the field. The paper provides details on how instructional technologies are changing the HRD profession. An overview of an evaluation technique that provides scientifically based findings to demonstrate “what works” is presented. Instructional technologies are presented in terms of learning management systems, synchronous and asynchronous tools for both formal and informal learning. Instructional technologies are demonstrated as part of solutions the HRD professionals can access from their box of tools. An overview of the HRD discipline is provided and a discussion is presented that demonstrates how HRD can provide solutions to business problems and improve performance. T his paper provides an introduction to instructional technologies that can be used in human resource development (HRD). Additional research is needed to guide adoption and implementation of appropriate technologies and ensure continuous quality improvement Instructional Technologies in Human Resource Development: Instructional technologies play a key role in assessment, design, development, delivery, evaluation, and management of training programs. Editor’s Note: Training and Human Resource Development (HRD) improve performance in competitive business environments.
0 Comments
Leave a Reply. |
Details
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |