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Chapter 2 Summary

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Chapter 2 Summary
Chapter two opens with a discussion about points of agreement. Among scholars and others in HRD there is much debate about the different points of views. HRD is always changing and this makes for exciting discussions in the profession. The most important is to identify the areas of agreement because this is the foundation of HRD. There are four areas of agreement. The human potential, the goal of improvement, and problem-solving orientation, and systems thinking are the four that are agreed upon.
The HRD worldviews is a five-phase system that parallels and connects with the other processes in the system. The organization system and each process has its inputs, work processes, and outputs. It also has a unique mission and strategy, organization structure, technology, and human resources. This is an open system where any component can influence the outcome. The Learner Perspective is thought of as productive enterprises containing individuals as leaders, learners, and contributors. The Organizational Perspective is a matrix of nine performance variables. It is made up of three performance levels, organization, work process, and individual contributor. It also has three performance needs, goals, design, and management. The organizational perspective takes a general stance that good people may be working in bad systems.
HRD is a purposeful process or system that is viewed as a function, a department, and a job. HRD as a process is a dominant view over the others listed above. When viewed as a process HRD is thought of in terms of input, process, output, and feedback operating in an active atmosphere. HRD has a five-phase process that is problem defining and solving. Under each primary components -training and development and organization development- are the five-phases. HRD phases are: analyze, propose, create, implement, and assess. T&D phases

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