Training and Deve Db

The impact of the cultural organization of the development process will be affected based off the response that is received from the market changes that are made. If the organization can adapt to those changes and are resistant then the changes will have no effect on the business and the organization can remain competitive (Schein, 1986). Organizations changes can be successful but, first it must be understood by managed properly.

Encourage staff to develop individual development plans that can be utilized on a daily basis for improvement; as wells as providing daily learning activities (Schein, 1986). The challenges come in when trying to get individuals to learn something new. Once an individual know they are about to be taught something new for self-improvement or work improvement; any type of improvement they begin to start thinking negatively regardless if it's a good plan or not.

As an HRD specialist I would utilize materials and objects that will motivate employees; you want to give them something that's believable and real. Motivating employees can mean doing numerous of things for them such as: having incentive programs to help boost their self-confidence; if they believe in themselves then they will perform at a better rate. Encouragement helps a lot and means a lot to most individuals.

Challenges can be met if everyone is on the same page; making sure no one is doing whatever they feel should be done, stick to the plan! Continue to study the materials and encourage others to believe and make them understand and feel it is worth it. Hosting meetings where everyone is allowed to add their input, experiences, and great ideas.

References:

Schein, E. (1986, January). What you need to know about organizational culture. Training & Development Journal, 40(1), 30. Retrieved April 15, 2012, from Academic Search Premier database.