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The Importance Of A New On Boarding Development Programme

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The purpose of this briefing paper for ZCo PLC is to work towards designing a new on-boarding development programme. This paper will look at emerging technologies and how they can be used to develop skills and knowledge within the organisation and enhance performance.
Throughout this paper I will examine the developmental needs of three employees:
• Strategic HRD Partner
• New Line Manager
• Employee on the operational side
Alongside this I will seek to identify key theories and models of practice which influence Human Resource Development (HRD) and can be both considered and used in the design of an on-boarding programme.
For the purpose of this paper I fell it is important to look at the definition of HRD. HRD has a varied definition
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There have been many technological advances over recent years which have impacted upon business. These advances have enabled organisations to expand into different areas, move business online and into the global market, sometimes without leaving their home country.
Not only has this led to increasing globalisation, it has also introduced new opportunities and methods for the delivery of personal and professional development. It is now possible to study entire degrees online through providers such as the Open University.
In fact it could be argued that one of the biggest technologies to have become available is E-Learning. Over the years many organisations have embraced it as a way of delivering training to a large number of employees in one go. Aurion Learning suggest in a blog for The Training Zone (Online) that “in 2015 98% of organisations are predicted to use e-learning as part of their learning strategy” (Aurion, 2015).
Over the years e-learning has evolved, as most early use was centred on web-based modules which could be accessed from the learners computer (CIPD, 2014). Armstrong and Taylor state that “e-learning enhances learning by extending and supplementing face-face learning rather than replacing it” (Armstrong and Taylor, 2014:307). As such there are currently three main categories of e-learning: formal, informal and blended.
Formal e-learning involves
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