Discussion 4

HCD 660 – Foundations of Human Capital Development

Define HRD

• HRD is “a process of developing and unleashing expertise for the purpose of improving performance” (Swanson & Holton, 2009, p. 99).

• HRD is “the systematic and planned practice designed by an organization to enhance employee knowledge, skills, abilities, and attitudes” (Van Tiem et al., 2012, p. 325).

Points of Agreement

• Believe in human potential • Focus on improvement

• links learning and performance

• Finding solutions and solving problems • Opportunities over challenges

• Systems thinking • Being on the same page

HRD World-Views

• HRD and its environment • Learner perspective – Adragogy

• Knowles (why, self-directing, experience, motivated, contextual)

• Organizational perspective • Global context

• Change isn’t slowing down

HRD and Its Environment

Human Resource Development Core Beliefs

1. Organizations are human-made entities that rely on human expertise to establish and achieve their goals.

2. Human expertise is developed and maximized through HRD processes and should be applied for the long-term and/or short-term benefits of the sponsoring organization and the individuals involved.

3. HRD professionals are advocates of individual/group work process, and organizational integrity.

Reflection…

• Of the three HRD core beliefs presented, which one is closest to your beliefs and why?

• What is it about HRD that interests you the most?

Threats to Excellent Practice

• Turning the HRD process into an event • The rate of change • Critical characteristics of key

players

How can we turn these threats into opportunities?

• Turning the HRD process into an event • The rate of change • Critical characteristics of key

players

Human Capital Theory

• Human Capital Theory -- emphasizes that human capital-- the composition of employee skills, knowledge, and abilities--is a central driver of organizational performance when the return on investment exceeds labor costs.

So, why do we even care

about theory?

• Helps us to explain complex phenomenon in our everyday life/work. • Lots of theories….. List some in the chat

Human Capital Development – the sweet spot

Sweet Spot

Human Capital Development – not just books on a shelf

Theory

Theories are constructed in order to explain predict and master phenomena

(e.g. relationships, events, or the behavior).

In many instances we are constructing models of reality.

A theory makes generalizations about observations and consists of an interrelated, coherent set of ideas.

Theory Framework for Applied Disciplines

Theory Framework for HRD

Human Capital Development – Foundational Theories

Foundational Theories Definition

Psychological http://richardswanson.com/narratedpres/psych_found_Breeze/in dex.html

Economic http://richardswanson.com/narratedpres/econfound/index.html

Systems http://richardswanson.com/narratedpres/sys_theory_Breeze/inde x.html

What do you think the main contribution of PSYCHOLOGICAL theory is to HRD? Why?

What do you think the main contribution of ECONOMIC theory is to HRD? Why?

What do you think the main contribution of SYSTEMS theory is to HRD? Why?

Reflection . . .

Human Capital Development – Foundational Theories Defined

Foundational Theories Definition Main Point

Psychological Core human aspects of developing human resources and the interplay between humans and systems

Connect goals and behaviors among individuals, groups, processes, and organizations

Economic Efficient and effective utilizations of resources to meet production goals in a competitive environment

HRD can increase profits Performance (dependent variable) matters

Systems Complex and dynamic interactions of environments

Specify inputs, processes, outputs, and feedback 6-step training (obj., prepare, present, apply, test, evaluate)

Standard Explanation

General Principles competence, integrity, professional responsibility, respect for people’s rights and dignity, concern for others’ welfare, and social responsibility

General Standards boundaries of competence, maintenance of expertise, bias in research and professional judgment, description of professional’s work, respecting others, nondiscrimination, and exploitative relationships

Research and Evaluation

Ethical practices in research and evaluation are the foundation of credibility.

Advertising and Other Public Statements

represent yourself and your credentials accurately, without exaggeration or exclusion

Publication Work attend to the ethical treatment of study participants, provide accurate identification of individual contributions in published work, and follow ethical collection, interpretation, and reporting of data

Privacy and Confidentiality

protect and secure confidential or privileged information

Teaching and Facilitating

competently designed and developed, meet the requirements of the objectives set by the program, and are accurately evaluated.

Resolution of Ethical Issues and Violations

knowledgeable of ethical standards and are aware of possible ethical issues in their work

Which mascot makes the most sense?

Formulating the Conceptual/Theoretical Framework

The conceptual framework of a study is a structure that can hold or support a theory of a research work. It presents the theory which explains why the problem under study exists.

Thus, the theoretical framework is but a theory that serves as a basis for conducting research.

Formulating the Conceptual/Theoretical Framework Purpose: • Helps the researcher see clearly the

variables of the study; • Provides researcher with a general

framework for data analysis; • Helps develop research proposal using

descriptive and experimental methods.

Example 1:

Example 2:

Example 3: Workplace

Preparedness

Generational Theory Mannheim (1954)

Human Capital Theory Becker (1994)

RO4RO2

RO1

RO3 RO5

Emotional Intelligence

Perceived Workplace

PreparednessC ol

le ge

S tu

de nt

Em pl

oy ee

Self-awareness Self-management Social awareness

Relationship management

Emotional Intelligence

Training

Emotional Intelligence Theory Goleman (2003)

Te st

Co nt

ro l

What HCD models/processes/interventions exist?

What is the difference between a model and a theory?

• A theory is a set of statements that is developed through a process of continued abstractions or observations. • A theory is a generalized statement aimed

at explaining a phenomenon.

• A model is a purposeful representation of reality. • A model is often used to describe an

application of a theory for a particular case through a visual.

Performance Improvement Models

vPerf. Imp./HPT Model vPerformance Interventions

vADDIE Model vAGILE vSAM (Successive Approximation Model)

Performance Model (page 45)

ADDIE Instructional Systems Design Model

AGILE Manifesto

We are uncovering better ways of developing software by doing it and helping others do it.

Through this work we have come to value:

1. Prioritize individuals and interactions over processes and tools 2. Working software over comprehensive documentation 3. Fluidly changing during customer collaboration 4. Adapting to change over following a plan.

SAM Successive Approximation Model (also an Instructional Systems Design Model)

Leaving ADDIE for SAM

Performance Improvement Key Terms • People-Oriented • Positive and Future-Oriented • Multidimensional Approaches • Commitment • Team-Oriented

Where do we start to achieve Performance Improvement?

When faced with a challenge of performance improvement in your organization,

What are the next steps?

Who takes the lead?

What does it look like?

Process Phases of HRD • Figure 2.5 Process Phases of

Human Resource Development • Interplay Between the Phases of

the HRD Process • What is consistent in Phase 1?

Performance Model

Analysis

“Seek first to understand” – Franklin Covey

• Review • Observe • Ask • Evaluate • reactively or proactively

Analysis Tools - Mager and Pipe Flowchart (page 21)

• Identify causes of performance problems • Decide which problems are worth solving • Describe solutions • Decide which solutions are practical and feasible • ABCD Objectives provide framework for

describing desired outcomes

Analysis Tools – Mager and Pipe Flowchart

Perf. Imp./HPT Model: Performance Analysis

• Vision, mission, goals

Organizational

• 4 W’s (worker, work, workplace, world)

Environmental

• Desired ---- Present

Gap

• Environmental and Individual • Find the root

Cause

Where does Analysis lead to?

Proper Analysis leads to…

Intervention Selection, Design, and Development

Performance Intervention Categories (page 203)

Learning Performance Support

Job Analysis/Work

Design

Personal Development

Human Resource

Development

Organizational Communication

Organization Design and

Development

Financial Systems

Wrapping up Session 2

• HRD Theory • Psychological, Economic, and Systems Theories standing on Ethics • Goal is Performance

• Conceptual/Theoretical Frameworks • Performance Improvement • Analysis is step 1

• Leads to Performance Intervention