Foundations Of Human Resource Development 2nd Edition Richard A. Swanson , Elwood F. Holton III - Solutions

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Of the three HRD core beliefs presented in this chapter, which one is closest to your views, and why?
Identify a definition of HRD presented in this chapter (see figure 1.2)that makes the least sense to you and explain why.
Identify a definition of HRD presented in this chapter (see figure 1.2)that makes the most sense to you and explain why.
What is your “best-case” scenario for HRD in the next twenty years?(Write a 250- to 300-word essay.)
What is the role of HRD in a virtual organization? (Write 100 to 125 words.)
Articulate your personal view of technology. (Write 75 to 100 words.)
What specific activities would help you to be more informed of globalization? List five specific activities and describe their benefits.
Articulate your personal view of the global economy (write 75 to 100 words).
Identify and explain an issue in this chapter that makes the least sense to you or is impossible to achieve in your work situation.
How is a competency-based e-learning approach different from other e-learning approaches?
Explain how your own view of career development fits with e-learning initiatives in HRD.
Explain something about virtual organizations that is new to you.
Identify one concept of the virtual organization in this chapter that makes the most sense for you and explain why it does.
What is the role of HRD professionals in the expressed ideal of many multinational organizations to move toward equitable, sustainable, and responsible global citizenship?
Can the ideal of cosmopolitanism and the “brotherhood of mankind”(formulated in the eighteenth-century age of Enlightenment) provide insight for today’s world of competition and global connectedness?
Can the theory of convergence on a single business culture (modeled after the North American business model) be sustained in a global market?
How do technological advances affect international HRD work?
What are the challenges to the increased costs of expatriation posed by protectionism and threats of terrorism?
What are the threats to doing accurate workforce planning?
Why should HRD get involved in workforce planning for its host system?
Using the Comparative Study Framework, discuss a hypothetical comparison of HRD in one nation compared to another.
Using the Comparative Study Framework, discuss a hypothetical comparison of HRD in one company compared to another.
What is a policy, and what is the utility of having policies?
What are the advantages and disadvantages of policies that promote alignment and those that promote independent thinking?
In carrying out the work of HRD, explain when assessment and accountability should first be considered.
How can HRD professionals overcome what seems to be a persistent fear of accountability?
Which metrics listed in this chapter could be used to build an effective balanced scorecard for HRD accountability?
Why do you think there is such resistance to assessing performance results of HRD interventions?
If the Kirkpatrick four-level model of evaluation is flawed, why does it continue to have such a strong following in HRD?
Describe a major strategy for advancing the human resource development profession.
Compare and contrast strategic with nonstrategic HRD practices.
How does scenario planning inform strategic planning? How are these two processes related?
What are the three strategic roles of HRD? Describe each and give an example of each.
Select the strategic thinking school you believe to be the best for HRD and explain why you do.
How is strategic planning different from planning?
Discuss how OD tools and techniques could be used for unethical end?
How do career development and OD connect?
When does work process-focused versus group-focused OD make sense?
What are two to four major implications of having an OD effort in a single site location versus ten sites across the nation?
Identify an organization with which you are familiar and briefly describe it. Speculate as to how that organization’s mission would impact the OD practices.
What are three principles of good OD practice?
What is the responsible connection between change and performance?
Can all theories of change be captured in one type or a combination of types within Van de Ven and Poole’s typology?
What similarities and differences do you see among the organization, work process, group, and individual change theories?
How can HRD become more of a change leader in organizations, rather than a change facilitator?
Why is change an important organizing construct for HRD?
Discuss the personal attributes that you believe would help in facilitating OD projects and those that could hinder.
How does OD help with the organizational challenge of managing the system and the challenge of changing the system?
Which OD model (AL, ODP, or ODPS) are you most attracted to?Explain why.
What is the role of the OD consultant in the OD process?
What are the unique aspects of the OD component of HRD?
How would you define OD and its relationship to HRD?
What does T&D need to do in order to be instrumental in organizationwide expertise issues?
How does thinking about T&D at the work process level impact on the work of T&D professionals?
When does team or group learning make sense and not make sense?
What are two to four major T&D implications of needing to train one person in an area versus two hundred people needing the same training?
Briefly describe an organization with which you are familiar. Speculate as to how that organization’s mission could impact the T&D practices.
What challenges to the profession arise from focusing on expertise as an outcome of T&D? How could they be overcome?
How would HRD/T&D differ if it were committed to competence versus expertise?
How would HRD/T&D differ if it were committed to developing knowledge versus expertise?
What is the difference between knowledge, competence, and expertise?
Cite a personal experience that illustrates the concept of expertise.
What exactly is expertise and why is it important to HRD?
How does T&D help with organizational challenges of managing the system and changing the system?
What is the purpose of each of the five phases of T&D and the relationship between the phases?
What are the unique aspects of the training and development component of HRD?
What is the role of informal and incidental learning in T&D?
How would you define T&D and describe its relationship to HRD?
If learning is a defining construct for the HRD discipline and field of practice, how can learning be made more powerful in organizations?
Do you believe that organizations can learn? Or, are organizations merely the sum of individual learning? Take a position and explain.
How can the andragogy in practice model be applied to enhance the learning that takes place through HRD?
Think about the four learning models at the individual level presented in this chapter. Which is most attractive to you and why?
Think about the six learning theories discussed in this chapter. Which is most attractive to you and why?
What do you believe is the future of performance-oriented HRD and why?
How can HRD lead change in each of the performance variables?
Performance models are often seen as useful to management, but not as tools to benefit employees. What is your position on this?
Do performance models enhance or diminish the value of learning in organizations?
What are the implications of multilevel, multiattribute performance models for HRD practice?
Which performance model do you think best represents performance constructs of concern to HRD? Explain why.
How would an employee, an employee’s manager, and a corporate CEO each view the preceding issue?
How can HRD operate from a learning paradigm and play a core strategic role in organizations?
How can HRD operate from a performance paradigm and ensure that human development is honored and supported?
Do you see the learning and performance paradigms as competing paradigms, or do you see them as mutually reinforcing?
Which paradigm do you feel most comfortable with and would adopt as your own personal belief system?
How do you see the three component theories working together for HRD?
What aspect of systems theory interests you the most? Why?
What aspect of economic theory interests you the most? Why?
What aspect of psychological theory interests you the most? Why?
What do you think the main contribution of systems theory is to HRD?Why?
What do you think the main contribution of economic theory is to HRD? Why?
What do you think the main contribution of psychological theory is to HRD? Why?
From the section on the discipline of HRD, what do you see as the connection between the definition of HRD (Figure 5.2) and the model of HRD (Figure 5.3)?
What is the argument for multiple contributing theories being used and fused for creating a unique theory of HRD?
What general idea about theory from this chapter did you find most interesting and why?
Explain how models and theories differ and discuss if it is possible to have one without the other.
Which of the five philosophical metaphors for HRD theory makes the most sense to a high-tech business organization? Explain why
Which of the five philosophical metaphors for HRD theory presented by Dr. Karen Watkins makes the most sense to you? Explain why?
Of the HRD theory references cited on pages 77–90, which one interests you the most? Why?
What is theory? Give a definition and an explanation.
Why would someone argue that good theory is practical?

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Foundations Of Human Resource Development 2nd Edition Richard A. Swanson , Elwood F. Holton III - Solutions

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