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De Dynamics of the HRD Profession in Europe

De Dynamics of the HRD Profession in Europe. Prof. Dr. Wim J. Nijhof University of Texas at Tyler. The classic roles of the ASTD in the 1980s. Marketeer Needs analyst Researcher HRD materials Developer Organisation chnage agent Instructor Program designer. Classic roles ASTD 1980s.

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De Dynamics of the HRD Profession in Europe

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  1. De Dynamics of the HRD Profession in Europe Prof. Dr. Wim J. Nijhof University of Texas at Tyler

  2. The classic roles of the ASTD in the 1980s • Marketeer • Needs analyst • Researcher • HRD materials Developer • Organisation chnage agent • Instructor • Program designer

  3. Classic roles ASTD 1980s • HRD manager • Administrator • Individual career advisor • Evaluator

  4. Motive for European studies • The unknown field in the 1980s • Description HRD in The Netherlands(1986) • De necesstity of HRD training and education at the university level • The American dominance

  5. Approach • Research, mainly descriptive and exploratory • Training of young professionals • Professionalisation by associations • Netwerking • International development and exchange A HRD, ASTD, ISPI

  6. Code for the Dutch( NVVO) Professional • Development of professional expertise • Up to date knowledge • Being able to take action on the basis of best knowledge and skills

  7. Challenges for the profession • Organisational Learning • Globalising • Knowledge as a commodity • Custumization vs bulk production • Self organized learning • Lifelong Learning • Employability and flexibility

  8. International trends Phillips: Trend study (1998) • ICT • Effectiviness of training • Effects of training • Cost benefit analyses (ROI) • Mogelijk: Learning to Learn

  9. ICT and knowledge society • Cost effectiveness • Instructional quality • Individualising of training • Decentralisisation of training • Always available

  10. New roles • Knowledge manager • Coach • Buyer of training • Competence/knowledge manager • Quality manager • Entrepeneur

  11. Trends als treatment 1993: NVVO research HRD roles and profiles Trends 1999: NVVO research new HRD profiles Trends

  12. Core concepts • Roles • Competency/competence • Output

  13. Resultaten • 70% of the respondents is trainer (1999) • In 1993 51% • Outsourcing of training? • Less training design • Less research • Less evaluation

  14. Outputs • Communication is more important • Communicative competence more relevant • Imagobuilding (70%) • Orrganising contracts (69%) • More qualitative evaluation and advice (66%)

  15. Competencies (ranking) • Communicative competencies • Intellectual Competencies • Professional and technical Competencies • Business Competencies

  16. Back to the future • Conclusie: • The professional trainer • Aged on average 40 years • 8 years of experience • Classical training in a classroom

  17. The dynamics • ICT • Intranet 45% • Internet 59% • CD rom/mm 51% • COO via CDROM 51% • Overige ca 11% (o.a. EPPS)

  18. The dynamics • Learning organisation or organisational learning? • Work and knowledge intensity? • “Just in time” knowledge and “just enough?” • Learning to learn? • Measuring effects of training? • ICT in learning processes? • Community of practice(s) • From training to workplace learning

  19. The future • Levenslang leren • Employability • Flexibility • High skills-Low wages-High workplaces? • Bumping down?

  20. Strategic role of HRD practitioner • Broadening of competencies • From practitioner to scholar? • Building on valid knowledge/evidence based • Less routine, more innovation? • Enlarging evaluative en theoretical competence; quantitative and qualitative

  21. NVVO • Integration of HRM and HRD • Fostering economical thinking • Raise evaluative potential of the population • Foster scientific reflection • Fight against mythes,non professionals and nonsense

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