Just like any other sector, the technology sector requires the support of the Human Resource Department to make anything that they up come with success. Human Resource Department is a subsection of the Human Resource Management that is responsible for providing education, nurturing, and developing employees. However, in technology transfer, HRD should be involved in considering the conception of technology, communication medium, and also the factors that might influence the transfer. This is where HRD intervention is needed. Among the roles that it should play includes coming up with strategies of reorganizing complete and distinct facts of the context where technology is intended to be operational. This is meant to ensure effective technological transfer. Other duties will be included in the document herein.
HRD is responsible for the development of transformational study programs. At organization levels, conversional change may require learners to change their mental thinking towards a certain point that is going to affect technology transition. This will enable learners of the organization seeking change to understand what it entails in taking the transfer. It also prepares the organization psychologically on the most likely challenges to be encountered and how the challenges will be handled. Therefore, transformational studies are vital for a successful transfer of technology in the organization seeking transfer. As a result, HRD personnel should come up with study schedules that will promote effectiveness and efficiency in the technological transfer process.
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The generation of new innovations can accomplish a successful technological transfer. The technological transfer should be a means of increasing the rate of innovations. This implies that a recipient today can turn out to be a donor in the future if the transfer becomes successful. Therefore, for an organization to be a donor, it should have the capability of assimilating, adapting, and modifying the technology imported via studies and further training. Besides, recipients should be very much sensitive to the technological cycle through continuous anticipation of technology necessities other than responding to them. For this to take effect, as a way of achieving the ultimate goal of technological transfer, it is the responsibility of the HRD to facilitate all the requirements, both learning and financial requirements.
Thirdly, since the technology transfer is two-way communication, HRD should be involved in ensuring that the technology team has a support team in which they can share ideas on promoting the transfer. This will require the collaboration of the two, and thus the process will turn into a mutual comprehension of a context-specific process on the innovation. HRD should assist the adopters of the technology in being able to reframe it according to the situations that they are in. The HRD should, therefore, facilitate the adopters of the technology with all resources required. Also, in this case, HRD will be responsible for cooperation among the adopters who should actively participate in the customization of the technology so that it fits their required situations. Both positive and negative aspects of the technology should be taken into consideration.
Conclusively, HRD is responsible for the creation of strategical plans that will aim at identifying the complex and distinct realities of the conditions where technologies are supposed to be carried from for an effective technological transfer. This may entail the development of cultural training (Choi, 2009). HRD personnel who are in donor organizational bodies are required to carry out a clear and thorough analysis of context to make cross-cultural training for technological transfer to be effective and efficient. Besides, when it comes to analyzing the context, HRD personnel are required to carry out an investigation on the compatibility of technology dimensions of the cultural distinctions betwixt donor and recipient organization bodies. Also, issues on the economic and political status of a given state or organization should be evaluated. This is meant to ensure that no external factors will affect the technology transfer, thus achieving a successful transition.
References
Choi, H. J. (2009). Technology Transfer Issues and a New Technology Transfer Model. Journal of Technology Studies , 35 (1), 49-57.
