Provide an example of a learning or performance paradigm

Reference no: EM133197358

Assignment - Perspectives on Human Resource Development Discussion

Description - Provide an example of a learning or performance paradigm assumption, describe its merits, and how it relates to your current experience or understanding of the workplace. How relevant are performance models at the individual or organizational level? Which learning theory is of most interest to you and why?

POST - Response to the following post required

''Performance paradigm of HRD holds that the purpose of HRD is to advance the mission of the performance system that sponsors or supports the HRD efforts by improving the capabilities of individuals working in the system and improving the system in which they perform their work (Holton,2002).'' An example of a performance paradigm assumption is that human potential in an organization must be nurtured, respected and developed. The merits of this assumption is that organizations will see their human potential as a very essential factor in contributing to the growth of the organization. Organizations will value human potential in the workplace and not hesitate to invest in them through education, training and compensation in order to bring out the best in them. This means that in the workplace, no matter how much money is put into technology, infrastructure or raw materials, it is the human potential that will convert all these resources into valuable products and services that will make the organization. If an organization ignores the human factor, they miss the mark. In relation my work experience, this paradigm assumption gives me a clear understanding of why organizations are doing all they can to establish good organizational culture, inclusiveness and work-life balance etc. just to create a conducive environment to nurture the potentials of their employees.

At organizational levels, performance models help us to visualize how effective HRD training and activities that are aligned with organizational goals can lead to improved outcome for not only in individuals but the whole organization as well (Vulpen, 2018)

Learning theories tell us about how people absorb, process and retain knowledge when they learn. My favorite one is the social learning theory which is people learn by interacting with and observing other people i.e. by imitating. This type of learning focuses on the social context in which the learning occurs (Swanson & Holton, 2009) As a teacher it is easy to observe how this type of learning occurs at home, school, playground and everywhere. When a kid behaves in a certain way and the behavior is praised, applauded or rewarded, it doesn't take long for other kids to copy or imitate that same behavior. It's even more interesting to watch little kids play as they imitate their parents.

References - Holton, E. F. (2002) Theoretical assumptions underlying the performance paradigm of human resource development, Human Resource Development International, 5:2, 199-215 215, DOI: 10.1080/13678860110057629.

Swanson, R. and Holton, E. (2009). Foundations of human resource development. San Francisco, Calif.: Berrett-Kohler Publishers.

Vulpen, E.A.,2018. 5 Human Resources Models Every HR Practitioner Should Know AIHR Digital Oct.22, 2018.

Reference no: EM133197358

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