Reference no: EM133330550
- Identify the specific area of human resources management this article relates to.
- Clearly identify the perspective or slant or bias of the article and provide examples to support your opinion.
- Address how the content of the article relates to HR theory (i.e., how it impacts the HR profession, affects the employee and/or the employer, etc.). 3 Unique Impacts.
Personal development plans supporting employee learning and perceived performance: the moderating role of self-directedness.
This study explored the relationship between personal development plans (PDPs) in the workplace and employee's undertaking of learning activities and perceived performance. The results indicated significant positive relations between the individual supporting factor 'employee learning and reflection' and the undertaking of learning activities and perceived performance.
The why of self-directed learning is survival. It is a basic human competence that is now a prerequisite for living in this new world.
This quote could have been written by almost any business leader or human resources development professional today. It suggests a solution to meet the challenges one meets today, as businesses operate under increased competitive pressure, in a rapidly changing environment, and employ more highly skilled knowledge workers.
In order to remain attractive to dynamic knowledge workers, organizations must be agile and foster learning at exponential rates, on both individual and organizational levels. Personal development plans are one of the most common organizational solutions for supporting learning in the workplace.
This article proposes to study how the PDP practice supports employee learning and perceived performance, and to advance understanding about the key conditions that make PDP practice work. It will also consider the moderating role of self-directedness in learning in the relation between the PDP practice and the undertaking of learning activities.
Does PDP practice relate to the undertaking of learning activities and perceived performance? Does employee self-directedness moderate the relationship?