Based on the Heorhiadi, LaVenture, and Conbere article, in what ways would trans

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Based on the Heorhiadi, LaVenture, and Conbere article, in what ways would transformative learning be dintinguished from informative learning in HR recruitment strategies? How does transformative learning benefit recruitment practices? Find a real world example you feel is an illustration of applying transformative learning in the recruitment and hiring process Based on the Heorhiadi, LaVenture, and Conbere article, in what ways would transformative learning be dintinguished from informative learning in HR recruitment strategies? How does transformative learning benefit recruitment practices? Find a real world example you feel is an illustration of applying transformative learning in the recruitment and hiring process

Explanation / Answer

We have found that many people talk about learning organizations without realizing the underlying assumptions that are required to develop a learning organization. Once we facilitated a group training and did a blitz survey about how many people believed they work in a learning organization. All but two out of 18 people believed they worked for a learning organization. They associated the concept of learning organization with the learning opportunities their organizations offered to employees. By the end of the training, in which we explored the concept of learning organizations, we asked the same question again and only two out of 16 said they worked for a learning organization. Why? They realized that there is much more to the concept of organizational learning than the amount of training people can take.

Types of Learning-

There are two types of learning—informative and transformative (Kegan, 2000). Simplistically speaking, informative learning allows people to learn more about the things that fit their mental models, while transformative learning is the process of changing mental models. To be consistent, we will use the term mental model across the article to describe a set of beliefs that generates people’s assumptions and values and informs their motivations. The terms mental model and belief system will be used interchangeably.

“While transactional HR involves the outsourcing of purely administrative duties, allowing an organisation to focus on meeting business objectives. Transformational HR is designed to maximise productivity from workforce investments, dramatically increasing strategic and sustainable competitive advantage”

What should a great HR department now be doing to meet changing business needs?

A stand out great HR department will be tackling this problem from different angles. They will be working closely with the SMT to identify a company’s long-term strategic aims and put human resources processes in place to ensure they can be met. This can be done in a number of different ways:

Transformational HR takes a step back from routine, and focuses on strategies for aligning HR management with an organization's goals. It involves expanding the traditional role of HR…

Transformational HR expands the traditional HR role into the arena of management, so it becomes a tool to develop business interests and growth. The aim is to turn HR management into a force that can help an organization reach its business objectives and instill those objectives in employees. This enables HR professionals to create value for the organization as a whole.

Transformational HR takes a step back from routine, and focuses on strategies for aligning HR management with an organization's goals. It involves expanding the traditional role of HR…

The needs of modern businesses have changed due to factors such as rapidly advancing technology, more informed customers who want a broader range of choices, and more intense, global competition. In this environment, transformational HR can play a key role in helping an organization stay competitive.

Tactics for becoming transformational

HR can perform a variety of transactional tasks in a transformational way, so that administrative work supports overall strategic goals. For example, it can use key metrics, which the HR department usually gathers, to inform strategic business decisions. It can also improve employee morale and motivation, in turn making it more likely that employees will achieve an organization's goals.

HR departments can use key metrics to benefit a business in a transformational way. An HR manager can present data to management that influences business decisions and helps reshape the organization. As well as furthering organizational goals, this can help highlight the value of the HR department.

Recruitment is a traditional HR duty, but the recruitment tasks can be aligned to the strategic needs of an organization. This is done by focusing each step – advertising, reviewing resumes, interviews, and contract negotiations – on recruiting particular talent rather than simply someone fitting a generic job description. HR is in the position to know which skills are needed where in the company, and what sort of remuneration is needed to retain those skills.

Employee turnover goes hand in hand with HR recruitment duties, but it is also concerned with employee satisfaction. Traditional HR plays a reactive role – addressing problems with employees. However, transformational HR can determine the average length of employment, reasons for leaving, factor in the cost of rehiring, and develop a strategy to identify and retain talent.

Productivity can be determined by the profit employees generate, given their remuneration and value to the company. It also encompasses absenteeism and the cost of various organizational activities like meetings and conferences. HR is able to formulate strategic plans on how to maximize departmental productivity by repositioning employees, as well as by tackling problems of employee morale and streamlining unprofitable organizational pastimes.

HR also has the ability to improve employee morale and motivation by performing employee-related transactional functions in a transformational way. In turn, this can boost productivity and help an organization achieve its goals by providing it with a dedicated workforce..

Using the standard transactional tools, HR can gauge how satisfied employees are by monitoring and assessing their attendance, feedback, and overall mood using surveys and interviews.

Focusing on these issues will help the organization develop its strengths through its people by keeping them motivated and productive, and give it a competitive edge. HR will then be responsible for growing the organization's pool of talent to enable it to reach organizational goals.

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