Replying to LO28078 --
"Can anyone help? What is the role of HRD in creating a learning
organization?"
I thought I knew how I'd answer this, but the more I think on it the more
uncertain I am. It's in many ways a difficult question. To begin, it
seems to imply that designated roles are necessary, and that HRD is
necessary (both of which may be debated).
HRD as a field seems to have increasingly shifted away from one of its
original purposes of promoting a humanist work environment and the
development (in the fullest sense of the word) of the person at work, to
taking on more instrumental, strategically-aligned roles to promote
management goals. In the instrumental vein, I would see the role of HRD
to be one of sponsoring, planning, and facilitating actions to promote LO
principles and help manage the knowledge.
But this doesn't sit right with me. It risks witholding ownership of the
LO evolution from the members. It seems to be merely reinforcing a rather
mechanistic approach to LO-building, which would serve to restrict and
distort rather than enhance individual and organizational learning and
development. There is the risk of continuing to promote a miseducative
work experience.
Learning cannot be appropriated, of course; attempts at such have resulted
in learned helplessness more than anything else. I think that applies to
organizational learning as well as individual. If the full organization
is to evolve, I think it calls for roles to be widely dispersed, for
everyone to help sponsor, evaluate progress, and promote it.
Can we designate a role for HRD without limiting it to instrumental
purposes, or do they go hand in hand? Perhaps HRD, having what I would
hope to be a more indepth understanding of human development (another
debated point) because of the nature of their field, can assist
designated leaders, work groups, etc., in understanding learning and
development in general, and assist people in developing the necessary
attitudes of mindfulness, critique, and expressiveness. And perhaps help
troubleshoot or guide thinking away from ways of organizing and conducting
work that would serve to restrict learning.
Does HRD need a role?
Terri
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Terri A. Deems, PhD
WorkLife Design
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