Employee engagement and retention in the modern human resource world is influenced largely by learning and development. The human resource is expected to keep abreast with emerging industry trends making up-skilling an integral success factor.
Competency models
As indicated, the human resource world is constantly changing necessitating the need to define performance characteristics and requirements that are deemed basic for the completion of specific tasks. One of the major competency models is the “core competency model” that revolves around the basic requirements for the proper functioning of an organization (Gatewood, Field & Barrick, 2015) . The model reflects on values that are representative of the organization and which if not embedded in the organization a poor representation will be revealed. Human resource failing to meet the core competencies may be ruled out of participation within the organization. The competency model acts to guide in job applications and postings.
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Job specific models, on the other hand, encompass the performance of job specific tasks with the highest levels of aptitude. For example, it would be expected that an electrician has intensive knowledge in wiring and protecting electrical systems by establishing circuit breakers. The competency model helps in creating a pool of human resource that is effective and efficient.
Traditional and modern competency models are not compatible with the modern in that the modern models offer personalized content and can be used to track effectiveness in addition to helping create effective learning and development programs.
Case-based decision making
“Case-based decision making” defines a process of reaching at decisions while using past problems as a benchmark. Usually, the decision makers treat previous decisions as a database for future problems organization (Gatewood, Field & Barrick, 2015) . The decision-making cycle usually entails retrieving past cases related to the current ones and the past solutions reused to solve current problems. Revisions may be made to the past solutions and when its effectiveness is determined, the solution is retained for future use.
Systems thinking
The concept of “systems thinking” holds the view that components of a system are bound to act differently when they are apart from the other parts. In human resource systems thinking stands out as a problem-solving approach where entities interact and influence each other. As such, all entities are required to behave in a collective way as a system.
Approaches to training
Competency-based training focuses on enhancing employee training aiming at achieving a given set of skills and competencies. The training approach requires that a learner shows mastery of the skill being trained which provides the basis for entering the next training phase. Usually, at the end of each training learners are given certification to show they have completed the training successfully.
In the traditional approach to training, on the other hand, encompass lecturing and hands-on training methods where learners are taught through taking notes as well as exposure to the case studies in a way that they can undertake certain activities as they have seen trainers do organization (Gatewood, Field & Barrick, 2015) . The presentation training method has been widely used where learners learn by taking notes. Team building methods involve interaction between learners through simulations, games, and challenges where learners acquire knowledge through the interaction. Moreover, the hands-on method of training requires that learners get involved in actual problem solving and activities and learn through the experiences. The training methods have varying levels of effectiveness where the presentation method provides a reference point usually in the notes taken. Learning through experience in the hands-on method stands out as leaving indelible memories as well as providing opportunities for interaction through questions and answers. In the team building method, the interactions between learners help build formidable relationships that work a long way in improving performance.
References
Gatewood, R., Feild, H. S., & Barrick, M. (2015). Human resource selection . Nelson Education.
