Reference no: EM133140869
"When Theory and Practice Go Astray"
"In theory, there is no difference between theory and practice. But, in practice, there is."
Albert Einstein (also attributed to Yogi Berra)
Every HR manager has a list of "best practices" regarding personnel policies, but does the knowledge of these ideal practices always translate into their successful implementation? Unfortunately, there is often a discrepancy between an ideal practice (what you learn about in a textbook) and the way this practice is implemented in an organization.
Think of any HR practice (e.g., related to recruitment, selection, training, performance appraisal, etc.) in YOUR organization that does not run the way the theory (your HR textbook and articles you read in the course) suggests it should. Then do the following:
- Describe the discrepancy juxtaposing the theory and practice
- Describe any consequences (current or potential) of this discrepancy
- Suggest solutions (REALISTIC and SPECIFIC) to fix the discrepancy
Examples of discrepancies:
Example 1: Transfer of training knowledge is critical and has to be put in place on a regular basis, however, in Company ABC individuals are required to go through training semi-annually, yet their job requirements remain unchanged and call for no implementation of the new knowledge.
Example 2: An interview should be typically conducted by 2-3 people to prevent perception biases and obtain the most objective information. However, only one manager in Company ABC conducts all the interviews.