Human Resource Management (Learning & Development)

Introduction

Human resource management forms the backbone of any organizational success. To begin with, the human resource management practices adopted by the management of any organization influences the worker performance and relations within an organization as well as with the customers (ElShenawy, E.2010, 192). Effective and efficient human resource management ensures that the employees work as a team for the benefit of the organization. Technically, HRM entails identifying employees’ knowledge base, personality as well as technical skills and matching such qualities with appropriate duties and responsibility in the company for effective organizational performance. Moreover, an organization should develop the workers’ skills so as to enhance their performance (ElShenawy, E.2010, 194). Generally, positive human resource practices motivate employees who in turn provide quality services to the customers thereby improving the performance of an organization. This article therefore examines suitable learning strategies that can develop learner’s skills and knowledge on the human resource practices (Raij, K. 2007, 45). It specifically discusses my experience in a major group assignment by describing an assessment of the learning style I adopted while pursuing the assignment. Finally, the paper intends to explore how the adopted learning style affected my performance in group assignments.

Different individuals adopt different learning styles given the variation in the methods they feel suitable for their orientation. T o begin with, there are a variety of learning styles as discussed by different theorists among them David Kolb, Honey and Mumford among others. These models of learning may be experiential as explained in the Kolb model, experimental or didactic training. My most preferred mode of learning was based on David Kolb’s experiential theory which is elaborately discussed below. To begin with, Kolb’s model provides for two methods of grasping experience. These include concrete experience as well as abstract conceptualization. The model further explains how the grasped experience can be transformed into practice through two other approaches including reflective observation as well as active experimentation. The adoption of the four aforementioned approaches develops an individual’s strength in a grasping as well as transforming experience. This model has given rise to four different learners including converger, Accommodator, assimilator as well as diverger. I adopted diverging style of learning which my article seeks to address (Kelly and Kolb, 1997, 3).

To begin with, I was able to view things from varied perspectives as a diverger. I was involved in gathering information concerning human resource management as well as using my imaginative and research skills to solve problems.  Moreover, the diverging strategy helped me view situations from different perspectives. Kolb referred to this style of learning a diverging style given the fact that learners are always better performers in concrete situations in addition to being good in generation of ideas necessary for the group assignment (Kelly & Kolb, 1997, 4). Besides, I have a strong interest in research in addition to divergent culture and therefore like gathering information hence making learning process easy and efficient.

As a diverger, I embraced other people thereby enhancing the relations between other group members and me.  Additionally, this learning style encouraged imaginativeness which I cherished more. These characteristics made it easier for me as a learner to make positive contribution to the group thereby improving the performance of the group as well as the quality of the assignment. It is also noteworthy that divergers enjoy working in such groups and tend to be open-minded in listening as well as having a strong interest in receiving personal feedback. Kolb however states that the ideal process of learning has to incorporate all the four processes of experiencing, reflecting, thinking as well as acting (Kelly & Kolb, 1997, 2).

My learning style helped me in the successful research, design and delivery of my group assignment. To begin with, the learning model encourages imaginativeness as well as passion to collect data. These characteristics helped me in the design and research on the human resource management program. Moreover, I managed to take divergent approach in tackling issues in addition to appreciating other people which is vital in the collection of information for the research.  Taking divergent viewpoints as well as embracing broader culture also helps in accommodating other people’s opinions and interests, an issue important in the workshop (Kelly & Kolb, 1997, 3). Additionally, diverging style of learning also encourages open-mindedness in listening as well as having strong interests in personal feedback. Such characteristics are equally important in group discussions as other members would enjoy the relationships after being given an opportunity to be heard. Generally my main strengths include the fact that such learning style equips an individual with skills concerning information collection, exploring imaginative skills such as brainstorming to solve problems and therefore perform better in such situations that require generation of ideas (Kelly & Kolb, 1997, 2). Finally, by exploring such learning styles, I have become a bit emotional as well as strong in the arts in addition to enjoying working in groups. All the aforementioned strengths have so far helped me in the research, design and delivery on human resource program.

However, this learning style has weaknesses as well as challenges. At the outset, individuals adopting this approach usually prefer not to do things practically but instead watch them done by others. This is a very big challenge in the group assignment as it is always better for one to learn through practice. Workshops usually require the skills to demonstrate to others the knowledge an individual has acquired in his field of study.  It is noteworthy that learning through practicing makes an individual master the concepts making it hard for him to forget (Raij, K. 2007, 43). These gaps become apparent in cases where an individual is expected to convey the message concerning issue under discussion to the group members in the workshop. Generally, watching and not doing is not the best way to go as far as executing group assignments is concerned.

By adopting the aforementioned learning style I have discovered a lot of things as an adult learner. Firstly, I have realized that I need to have a broader viewpoint on issues in question as to accommodate other people’s opinions and interest in the group. I also need to be imaginative enough in an attempt to generate ideas through such methods as brainstorming to contribute effectively in the group assignment (Jarvis, P. 1995, 218). Besides, I also need to integrate all the other three facets of learning process including converging, accommodating as well as assimilating in an attempt to enhance my learning process. Unlike the requirements of diverging style of learning, I should be more involved in doing things rather than sitting back and watch them done by others. This would technically improve my practical skills especially in pursuing human resource programs.

During my group assignment using the aforementioned style of learning, I realized how interesting it was to pursue human resource development assignments in groups. To begin with, human resource management entails practices that enhance the relations between employees internally as well as customer service (Darling-Hammond & McLaughlin, 1995, 601). Group assignment therefore provided a great opportunity .............