工作场所学习与绩效:整合教学、研究与咨询的实践领域——访罗纳德·雅各布斯教授

在终身学习理念的影响下,工作场所自然成为学习的重要空间。一般而言,工作场所学习的时间比学校学习的时间还要漫长,因此,对工作场所学习这一研究领域的重要性怎么强调也不为过。个体可以通过工作场所学习实现自我价值、促进其生涯的发展;组织可以通过工作场所学习提升整体的竞争力和实现其持续性发展;当社会的经济和结构处于转型阶段,工作场所学习更成为促进个体和组织适应环境变化和主动创新的重要措施。借在美国学习的机会,笔者访谈了人力资源开发领域的著名学者雅各布斯(Ronald L.Jacobs)博士,他在访谈中论述了多个与人力资源开发专业相关的问题,并认为工作场所学习与绩效咨询是人力资源开发重要的实践领域,他整合了在该领域的教学经验、研究主题和咨询项目,实现了三者的互动和连通,多维度地促进该领域的发展。雅各布斯博士,美国伊利诺伊大学厄巴纳-香槟分校(University of Illinois at Urbana-Champaign,简称UIUC)人力资源开发专业教授,另外还担任该校教育学院国际事务处主任一职,他在各类期刊发表了百余篇论文,出版了六本人力资源开发方面的书籍。1994年,雅各布斯博士获得了由美国培训与开发协会(ASTD)颁发的教学科技研究奖;1995年,人力资源开发学会(AHRD)表彰了他在学术上对人力资源开发领域的卓越贡献。从1998年到2001年,他担任《人力资源开发季刊》(Human Resource Development Quarterly)(SSCI来源期刊,且为人力资源开发领域的主要学术期刊)的主编,现在仍担任该杂志的客座编辑。雅各布斯博士还担任ASTD工作场所学习与绩效(Workplace Learning and Performance)认证机构的顾问委员,并于2012年当选为新一届人力资源开发学会主席。雅各布斯博士早在1987年就提出"结构化在职培训"这一概念,并著有《员工岗位培训手册》(StructuredOn-the-Job Training),该书成为很多人力资源开发实践者和培训师的参考书,且被翻译为简体中文、繁体中文、韩文与阿拉伯文等多种语言,他早期的研究着重于研究结构化在职培训的经济效益,协助组织做出与培训相关的决定。目前,韩国就业及劳动部已在全国范围内实施大规模"结构化在职培训"试行计划,以帮助本国中小型企业提高竞争力。雅各布斯博士在人力资源开发领域整合了系统理论、工作场所学习、绩效咨询等理念,并在ISO10015培训质量标准中完善了绩效分析与投资报酬率等概念。雅各布斯博士曾受邀至荷兰乌特列支大学、台湾师范大学、新加坡南洋理工大学、华东师范大学等高校担任客座教授或特聘教授。他有三十多位博士学生现供职于全球各大学人力资源开发及相关领域的教授。雅各布斯博士多年来积极参与对实践的指导工作,他为许多企业组织与政府机构提供过咨询,包括通用汽车、荷兰航空公司、雅培、现代汽车、希捷、莫顿盐业、科威特国家石油公司、沙特阿拉伯国家石油公司等。雅各布斯博士参与的咨询项目通过开发工作场所绩效系统来满足对员工的能力需求,擅长采用合作研究整合其咨询活动、学术研究和教学为一体。雅各布斯博士喜欢航海、高尔夫,以及他在伊利湖畔别墅的夏日时光。     

Human resource development in the agriculture sector: three levels of need

This paper defines human resource development (HRD) as a functional process that involves learning interventions which are both determined by and have implications for public policy, public and private sector institutions, and the HRD specialists operating within the institutions that seek to implement these interventions. HRD is considered a force for optimizing human growth, organizational effectiveness, and national development through skills enhancement in the workforce. The agricultural workforce is broadly divided into four major segments, and these are related to three arenas of educational activity: in‐service training and development, non‐formal extension and extension‐type educational programmes, and school curricula. Following the definitions section, the paper takes up the question of basic needs of HRD in the agriculture sector (HRD/AG) at the policy, institutional and operational levels. Finally, there is a brief review of the global forces, both exogenous and endogenous, affecting HRD/AG. The conclusion calls for carefully diagnosed, systematically implemented HRD/AG policies to ensure for the development of profitable agriculture in a clean environment.     

当代中国教育与人力资源开发的本质探讨

社会人力资源开发以教育为基本途径,同时始终离不开经济和社会发展的特定背景。探索以理性主义为基础的中国未来改革与发展道路,要求深刻揭示当代中国教育与人力资源开发的本质特征。全球性金融危机背景下,实现＂以人为本＂的创新发展,将成为推动中国未来教育与人力资源开发新的根本动力。在人力资源开发过程中特别需要注意区分＂以人为本＂和＂未富先骄＂之间的界限。     

Theory development and convergence of human resource fields: Implications for human performance technology

This study examines major theory developments in human resource (HR) fields and discusses implications for human performance technology (HPT). Differentiated HR fields are converging to improve organizational performance through knowledge‐based innovations. Ruona and Gibson (2004) made a similar observation and analyzed the historical evolution and convergence of three HR‐related fields: human resource management (HRM), human resource development (HRD), and organization development (OD). A field left out in their analysis is HPT. Many learning professionals recognize HPT as a more comprehensive approach to improving organizational performance issues (Molenda & Pershing, 2008; Pershing, 2006). However, little research has been done to advance the theory development of HPT and discuss its relationships within HR fields. This study adds a new perspective to that of Ruona and Gibson's historical analysis of HR fields by examining convergence issues from a theory development perspective.     

Training Older Workers: Implications for HRD/HPT Professionals

In corporations across America, a race is on to find new ways to maximize human capital. An emphasis on lifelong learning will be vital for the success of our future workforce. As demographic shifts occur, the “older worker” will emerge as a primary target for this human development effort. This article explores the implications of this demographic shift for the human resource development and human performance technology (HRD/HPT) professional and recommends strategies for meeting this business need. First, we discuss the realities of this demographic shift and compare our current workforce demographics to those of the future. Next, we examine the common myths about the “older worker,” as well as what current research reports about this special population. Finally, we examine the impact of this trend on our profession. We discuss strategies for modifying the workplace environment, reassessing workforce motivational strategies, and altering training practices in order to serve this older worker population. In conclusion, we look at the implications for the future in HRD/HPT research.     

Measuring The Business Impact of E‐Learning: An Empirical Study

This study fills a gap in the current HRD literature of return on investment (ROI) analysis of technology‐based learning interventions. Using a Type IV control group method as defined by Wang (2002), the study empirically analyzed and measured the learning effectiveness and the business impact of an e‐learning system implemented in General Electric Company. The e‐learning system under study demonstrated significant economic returns in regard to reduced learning response time and reduced project cycle time. The study shows that e‐learning, as a means of technology‐based HRD intervention, can be highly effective as a performance support learning mechanism, although the results also suggest that e‐learning alone is not sufficient to replace the traditional face‐to‐face learning platforms.     

Free agent learners: the new career model and its impact on human resource development

Changes in the job market are affecting how employees view their current positions and careers leading to more employees (so-called ‘free agents’) developing portfolio careers. To maintain their long-term employability, free agents need to continually enhance and expand their expertise, knowledge-base, reputation and networks, and it has been argued that this will influence how employees view and approach their workplace learning. This article reports the findings of qualitative research aimed at exploring the free agent concept, the implications for workplace learning and the implications for human resource development (HRD) functions in organizations. The research used a convenience sample of 11 organizations from three continents, with data collected from senior HRD executives through telephone and face-toface interviews and e-mails. The results highlighted how some employees are changing their attitudes towards workplace learning, particularly those considered ‘high potential’ or working in ‘high tech’ positions. The research also identified how organizations are increasingly viewing learning as a means of attracting and retaining high quality employees, with implications for HRD functions in terms of a greater emphasis on delivery methods for learning beyond traditional training and greater emphasis on career development activities.     

What can be learned from action learning coaching? Learnings of novice action learners and their coach

Action learning coaching (ALC), a form of action learning that integrates leadership coaching, is suggested as a method and ethos to build future capacity, specifically in novice HRD practitioners. The purpose of this article is to offer an account of learning from the perspectives of novice action learners, who were new to the field of human resource development (HRD) and to the concept of ALC, as well as their similarly noviced coach. Data from budding practitioners and their coach, participants in an action learning action research (ALAR) study, are analyzed to show how they used action and generative learning through ambiguity to apply learning to their new roles. Action learning coaching elevated participants’ skills, self-concept, efficaciousness, professionalism, commitment to action, and capacity for learning and growth. Participants changed themselves, their practice, and ultimately the way they approached human resource development as novices.     

Learning Styles and Training and Development in Work Settings: lessons from educational research

Abstract While human resource development (HRD) practioners are interested in learning style, there has been relatively little empirical research in work settings. This paper reviews the research on the interaction effect of learning style and the learning style orientation of the learning environment on learning outcomes, and discusses how the findings from educational research can inform training and development practice. The need for more research in work settings is discussed and the dearth of valid and reliable measures of cognitive (learning) style that can be easily administered to employees is considered as a factor which may have inhibited research The advantages and disadvantages of a number of measures that could be used in work settings are discussed.     

Using Deliberative Inquiry to Assess Future Needs for a Graduate HRD Curriculum: A Case Study

The many changes in today's workplace argue for equivalent changes in educating human resource development (HRD) professionals. The need for HRD curricular changes to be thought out fully and future-focused warrants the use of systematic methods for formulating, solving, and learning more about how to formulate and solve curriculum problems. Deliberative inquiry is such a method. This research methodology is directed toward curricular decision-making as it occurs within a specific context and, simultaneously, toward learning how to formulate and solve such problems. This study focuses on how faculty members in one university department used the problem formulation phase of deliberative inquiry to assess future needs for their HRD specialization. The article first overviews the research methodology of deliberative inquiry and then describes the systematic approach-subject matter analysis-that was used to structure the problem formulation relative to HRD curricular needs. The problem formulation process clarified stakeholders' values. It also resulted in reframing the situation, which led to new insights about the issues facing the HRD curriculum and ways to address them.     

The Role of Demographics as Predictors of Successful Performance of Sales Professionals in Business‐to‐Business Sales Organizations

The purpose of this study was to examine the impact demographic variables of gender and sales experience have on the performance of business‐to‐business (B2B) sales professionals. If a deeper understanding can be established of how gender and sales experience variables relate to B2B sales performance, human resource development (HRD) and human performance improvement (HPI) professionals can use these indicators during the hiring and selection process. This article reports findings of the study and offers implications to the field of HRD and HPI.     

Information and Feedback Seeking in U.S. and British Human Resources Development and Training Settings

This survey‐based study investigated information and feedback‐seeking behavior in U.S. and British human resource development and training settings. It involved some 400 participants at two U.S. and three British universities and government agencies. Using self‐and other‐rating forms, the results indicated differences in perception of teaching styles and source, frequency, and usefulness of information regarding performance feedback and learning objectives. The study suggests that adult learners self‐regulate in learning situations to a greater degree than instructors anticipate. The study has implications for the education and training of HRD instructors and trainers and adds to the knowledge base of instructional theory.     

西部地区人力资源开发对策探析

西部大开发，主要是开发两方面的资源：一方面是物质资源，另一方面是人力资源。其中，人力资源的开发为物质资源的开发提供人力和智力支持，是物质资源得到全面，高效、合理开发的重要前提。人力资源不同于物质资源的特性，决定了人力资源素质的高低对经济发展所产生的决定性影响。本拟在人力资源开发的重要性和紧迫性的基础上，对人力资源开发的对策进行探讨，以期引起人们对这方面同题的关注。     

Performance Diagnosis Matrix: A Discussion of Performance Improvement Scholarship

Most Human Resource Development (HRD) and Performance Improvement (PI) professionals agree that organizational performance is critical. There is less agreement, however, on the specific concepts that underlie differing models of performance diagnosis and improvement. Part of this disagreement may stem from a lack of a strong theoretical and empirical grounding in the multi-disciplinary concepts that comprise the basis of performance improvement. Swanson's (1994) Performance Diagnosis Matrix of Enabling Questions identifies elements central to HRD effectiveness and provides a theoretical framework through which multiple and diverse scholarly contributions can be explored to provide HRD/PI with additional theoretical strength. This discussion offers a more complete and stronger understanding of HRD/PI and the elements necessary to improve organizational performance by researching significant authors and research studies for concepts raised in the fifteen enabling questions posed in Swanson's Performance Diagnosis of Enabling Questions. These fifteen questions address performance variables (mission/goal, systems design, capacity, motivation, and expertise) at three performance levels (organizational, process, and individual).     

Reframing HRD: insights from research on the development of exemplary managers

This article questions the common wisdom of the HRD profession by comparing it to the results from six studies on the important developmental and learning experiences of successful managers. Managers in the studies tell us that although planned formal and informal employer‐based training and school‐based training contributed to their development, much of their learning occurred outside of the areas of planned institutional control. Instead such factors as challenging job experiences and assignments, relationships with peers and bosses, learning in the community, family upbringing, personal life experiences, characteristics of the organisational environment, and specific strategies for learning from experience were named as contributors. According to these findings, we are investing all of our targeted resources in only apart of managerial learning and development. Weargue that it is difficult to address these other areas because we view humans as a resource to control for the purpose of maximising profit and enhancing economic development. The result of this reductionistic view of human resources is that our practice is neither cost nor time effective. The implications for HRD practice and research are discussed.     

工作场所的学习和绩效:技术的影响与变革——访著名绩效咨询专家艾莉森·罗塞特博士

通过对美国教育技术领域的研究与追踪,近年来我们逐步了解和认识到,除了学校教育教学领域的研究和实践之外,美国还有近一半的专业人员工作在商业、企业、军队和政府部门领域,他们的共同目标是致力于改进工作场所的学习和绩效(特别是技术支持的学习与绩效改进).由此,美国许多大学教育技术学专业的教授便扮演着至少是双重的角色:学术领域的教授和工作场所的学习与绩效咨询专家,本文所访谈的对象艾莉森·罗塞特(Allison Rossett)博士即是其中的典型代表与佼佼者.她长期从事着工作场所学习和绩效的研究与实践.从早期的工作辅助(job aid)、需求评估(needs assesgnlent)到近期的电子学习、混合学习、绩效支持等,对美国教育技术领域的发展作出了独特的贡献. 罗塞特博士是美国圣地亚哥州立大学(San Diego State University)教育技术系的资深教授,著名的绩效咨询专家.除了为美国的公司、企业、政府部门提供绩效咨询之外,罗塞特博士的影响还远至巴西、苏格兰和印度.罗塞特博士2000年入选<培训>杂志人力资源开发名人堂(HRD Hall of Fame),2004至2006年期间任美国培训与发展协会(ASTD①)国际部主任,鉴于其在工作场所培训与绩效领域的杰出贡献,2002年获ASTD"贡献奖",被评为美国"海军教育和培训学习策略联盟"杰出会员,还服务于美国陆军"远程学习和培训技术"分会. 罗塞特博士的主要研究和咨询领域包括劳动力开发、需求评估、基于技术的学习与绩效支持、电子学习、混合学习等.主要学术著作包括<工作辅助与绩效支持:从教室中的知识到无处不在的知识>(2007),(2002),<超越讲台:在电子世界中传递培训和绩效>(2001,此书获国际绩效改进协会②"教学传播奖"),<先做重要的事情:绩效分析手册>(1999,此书获国际绩效改进协会"教学传播奖"),<工作辅助手册>(1991),<培训需求评估>(1987)等.罗塞特博士的绩效咨询客户主要有微软、IBM、惠普、Fidelity投资公司、Deloitte咨询公司、苏格兰皇家银行及一些致力于电子学习的企业.     

关于美国院校在"教育与人力资源开发"领域的论文发表研究

本文试图对近4年以来美国在教育与人力资源开发(Human resource development，以下简写为HRD)方向的研究现状进行综述。在已有文献的基础上，本研究主要通过分析该领域具有引领地位和国际影响的学术期刊《人力资源开发季刊》(Human Resources Development Quarterly)2000年到2003年上发表的所有论文，根据发表论文的数量对院校进行排名；另外，本文还根据发表在该期刊上所有论文探讨的主题，对近3年以来引起研究者关注最多的热点问题进行了归纳和总结。以上分析有助于了解美国院校在人力资源开发研究方面整体学术水平，有助于对该领域研究现状有比较系统的了解和认识。通过本研究，作者也试图对某一特定学术领域的学术水准进行评估提供一个尝试性的途径。     

美国高校HRD专业设置分析及对我国高校的启示

我国正处于发展战略转型时期,人力资源数量优势需要向质量优势转变,其中,人力资源开发成为关键.通过研究以美国高校HRD(人力资源开发)专业门户网站公布的资料为基础,对该专业在美国高校的发展状况进行了七个维度的分析.在此基础上,对我国高校HRD的现状与挑战做了概述.最后,在借鉴美国高校HRD专业的基础上,提出了发展我国高校HRD专业的建议.     

Strategic Planning: From Training to Performance Technology Within Three Years

Many corporate Human Resource Development (HRD) department staff are type-cast as trainers. They have tried to become human performance technologists and have found it difficult to accomplish. This article describes how developing and implementing a set of strategic plans guided one HRD department through its evolution from delivering conventional training to delivering multiple performance improvement interventions. It will show how projects were selected, developed, and managed over a three-year period to meet the customer's critical business issues and the HRD department's strategic plan.