Response the below:
1. I have always found constructivism to be a very helpful philosophy for my learning process. Anytime there's ever a definition or a concept to be learned I always draw my own mental picture of it. This constructivist learning theory is one good example for the learner-dependent learning style because the learner will learn with the use of his previous experiences and previous learning. He will construct new information or new association of the previous and the present experiences and the outcome is the new constructed learning, hence the term constructivist. Thus, constructivism acknowledges the learner's active role in the personal creation of knowledge, the importance of experience in this knowledge creation process, and the realization that the knowledge created will vary in its degree of validity as an accurate representation of reality. This constructivist learning theory is one good example for the learner-dependent learning style because the learner will learn with the use of his previous experiences and previous learning. He will construct new information or new association of the previous and the present experiences and the outcome is the new constructed learning.
2. ROI is a measure used to evaluate the efficiency of expenditure against objectives and can be used to compare multiple investments. As far as ROI relating to HRD professionals, I think that some would be pressured with demands to prove ROI and some won't be, depending on the organization management style. In other words, if a particular project doesn't provide any returns, the business can realize this and make changes and adjustments accordingly. Also ROI allows department heads to prove the effectiveness of an investment and therefore push for more funding and spending, it demonstrates the value of a project quickly and can receive financial backing for further projects.
HRD professionals should put in place education and training opportunities for all employees, set incentive programs that are achievable and worthwhile for those who excel; give everyone an equal opportunity. Also put in place employee performance reviews, train the supervisory staff to identify flaws in performance and correct issues immediately.
3. Human resource development is much more complex than we thought. Like all the other complex disciplines, human resource development has certain models. In HRD language they call it paradigms. Paradigm involves scientific research so it is more thorough and complex than a model.
The chapter in detail discusses the major paradigms. The main debate revolves around the learning and performance paradigms. Different streams of learning paradigm and performance paradigms are compared efficiently.
These paradigms combine and provide different views, aims and goals, guidelines and values for practice. The paradigms differ from each other and it is needless to say that they are same. They lead to different approaches and hence must be understood completely to have a better idea. These paradigms are different for each person. Every single person has his own choice of paradigm to follow and develop his personality around that. The combinations of paradigms depend upon personal belief system.
The chapter was a good read. I really enjoyed learning. Most of the people think that HRD is a rough and dry subject. But, no it is not. It has a lot to offer. The discipline needs a lot more research to clarify these paradigm's common grounds and differences. These paradigms hold a lot of worth in real life. They help in grooming the personality and definitely help to improve professionalism. I would love to pursue this subject and would try to learn as much as I can.