Chapter 4 question:
Of the HRD theory references cited which one interests you the most? Why?
The system theory interests me the most due to a number of things that have been explained to us from the book. It is seen to be the most recommendable for the design of programs for responding to realized problems. In an organization when an issue or a problem hits it, the need is mostly how to get out of the problem hence the need for the system theory. The theory breaks down the problem into the different part that is easily solved (Swanson et al, 2009). During the breakdown process, other things which were not under the scope of study end up being realized hence the theory helps create enlightenment much more in relation to the problem. This theory is also widely favored because it helps the trainer think specifically about the nature of the problem that they are trying to solve nothing more hence giving the concentration levels of the trainer a hundred percent to the problem and ways to solve it.
On the other hand, though even if it is my favored theory it has some shortcomings which are it does not help get the source of the problem just helps get the solution of the problem and in the current organizational setting, the important thing is finding the origin of the problem (Delahaye, 2015). With the origin, it is easy to handle the problem. But in this case, system theory is not normative so it gives no hint of what could be the possible cause of the problem. This leads to the problem of holistic models and not analytic models. But the thing that pulls me the most to system model is the fact that it can be used alongside other models hence it cannot be gotten rid of. It is possible to use system theory with other so as to accomplish more. As a standalone the system theory cannot help one make a complete decision but when it is coupled with another model then it is possible for a decision to be made.
Chapter 5 question: From the section the discipline of HRD, what do you see as the connection between the definition of HRD (figure5.2) and the model of HRD (figure 5.3)?
In both the cases the organizations are human made entities that are dependent on human expertise in order for them to establish or to achieve their goals in both cases provided above the organizations play the same role as defined here defining HRD and models of HRD respectively.
Human expertise is another thing in both the cases. The development of the human expertise by the HRD is similar to. For the purpose of performance of the organization personnel training and development (T&D) in both cases is a serious thing that is observed hence another relation or connection between the models of HRD and the definition of HRD from the figures provided(Delahaye, 2015). Also, the processes involved in both the figure are another similarity. How these processes are conducted define a lot the expected outcome or outputs in the organization. In both cases, the mentioned features are linked together by this final feature which is the output and the main expectation of HRD is that the organization's output is high.
References
Delahaye, B. (2015). Human resource development. Tilde Publishing.
Swanson, R. A. & Elwood, H. F. III. (2009). Foundations of human resource development. San Francisco: Berrett-Koehler
