Four posts below..need simple feedback or replies for each post..3-4 setence will be greatly appreciatted. DUE ASAP..LESS THEN 2 HOURS PLS.. If using sources pls provide..no special format..just copy and paste the feedback/replies under each posts..thanks
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POST 1:
The similarities between performance-based HRD and developmental are that they both look to develop a better employee. The differences are what sets these two different views apart. Performance-based HRD looks to train their employees to make them better, in order to increase their bottom line (Kopp, 2014). This type of training is used to turn the employees into moneymaking machines, where they are judged on their performance. On the other hand, developmental HRD looks to develop the individual in a broader spectrum, without putting a bottom line on it (Swanson & Arnold, n.d.). The point of this type of training is to develop the individual as a whole, and make them more rounded all the way around.
I would have to say that the developmental HRD is more effective in my line of work. I work at an archery shop, and I have to specialize in the entire archery industry. I have to keep up with all the newest technologies, as well as be a salesman, a repair guy, a coach, and a counselor. The need to be trained in a very broad way, and to be well rounded is very important. I always have to be able to adapt very quickly to new technology, as well as pay attention to a shift in trends.
POST 2:
HRD is more of a humanistic view focused on performance through learning in addition to “improvement focuses, expertise seeking and has an open systems framework” (Kopp, 2014, sec. 1.2). Performance-based human resources development is based on the human capital theory that focuses on improving the human capital in an organization to increase the bottom line, profitability of the business versus the employees themselves. What is the dependent variable of HRD? It is the measureable increase in performance that is the direct result of organizational development and personal training and development. The HRD strategy is dependent upon the vision, mission and goals of the organization. Development not only keeps the employee engaged and learning, but also more marketable overall. Not only does the employee benefit but so does the organization.
The view that is more relevant to my current organization is HRD. We currently have a four point performance rating scale. My company’s is a results-focused meritocracy that seeks to reward top performers. Employees are assessed on achievement of set goals, competency proficiency, and performance relative to peers. This philosophy encourage me and other employees to self-seek continuous development, like me finishing my degree, with the intent of standing out against the rest of my peers, to be rewarded monetarily with 2 bonuses a year and my merit increase. Development is owned by the employee, although the employee does provide some educational reimbursement. This performance strategy benefits the employee and the company.
POST 3:
Explicit knowledge is information that can be physically documented by form of something concrete like a book, video, etc.
Implicit knowledge can also be documented but isn’t at the time the information is given…such as a new hire asking questions about company policies, and being answered directly instead of seeing the information in the company manual, for instance.
Tacit knowledge is knowledge that cannot be articulated (Kopp, 2014), meaning, someone can tell you something based on what comes naturally to them, in a way that they can’t explain. I compare this to my fiancé in his job. He has been working at the same job and place for 25 years and there are just some things he can tell you based on looking at something what size part it needs or what needs to be done with it. He can’t explain it, he just knows it.
As far as which is the most difficult to teach? That would be tacit knowledge, because like in my previous example, experience can’t be taught…it is learned!
POST 4:
Explicit knowledge is knowledge that can be easily transmitted to others. Where I work which is a hospital they hand every employee a laminated card to put on our badges which are easy to access and which let us know what to do in case of a fire, weather, intruder or hazardous situation. Implicit knowledge is knowledge that has not been yet spoken. An example
would have to be, every month we know that the doctors will have surgery dates but we do not know what specific dates until they gives a print out of
the day and times on when they would like to have the schedule. Tacit knowledge is knowledge that cannot be taught, it is more like an intuition. For instance, I book the patients eye surgeries, so when that happens I take upon myself to go ahead and schedule them there follow up appointment. Normally you would not do that but I automatically do because
at some point it has to be done. The most difficult knowledge to trainee would have to be without doubt tactic knowledge. I say this because it is hard to explain to some one that
does not know the job why you do how you do things when there is not a step by step guide line on how to do things. You just know it has to be done and
so you do it. It does not matter on how it gets done.
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