The paper "Characteristics of HRD, Failures of the National Reform Agenda" is an outstanding example of a management assignment. HRD is a multifaceted concept and is subjected to the ongoing activities in a given organization or groups, with much of the complexity. HRD is occasionally put in place to facilitate long-term work-related functions as an individual level, group or organizational level. The levels can be either structured or non-structured to develop organizational performance. HRD is developed from three broad areas of organizational theory, economics and psychology. It’ s established that psychological views HRD as an organ that promotes motivation, learning and ownership issues, this concerns contracts which attempt to create the employment relationships identifying and embracing the notion of obligation, perception and expectation.
The organization theory focuses on the learning process and makes changes where required (Ausubel, 2002). The economics of utility theory, agency theory relates to self-interest on individuals and may lead to undesirable outcomes for the institution. The organization has to pay attention to while the economic dimension emphasizes on the investments in the human capital and focuses on resource-based theory.
The personality theory is unique and has enduring traits, behaviors and emotional factors in an individual, these traits can hinder or attain the objectives of individuals or that of the organization. The effect of the personal theory is the driving factor involving into organization day to day activities; this process is equally important as it accounts to the success of the organization (Daniells, 1993). HRD is associated with many related disciplines; learning organization and performance are the key perspectives used in discussing HRD. HRD faces challenges in this business-oriented world. Multinational companies who operate on a global scale usually employ people from varying countries, culture and backgrounds.
Therefore it needs to very careful not to apply to think Global, Act locally in the organization. Question 2 Failures of the national reform agenda The national reform agenda are policies meant to foster a country’ s prosperity. Reform agendas are mainly meant to raising the people’ s living conditions, promote the manpower available and increasing the quality of service delivered. This will add muscle to the National Competition Policy reforms i. e. declining the market burden imposed the three levels of government.
The national reform agenda entails competition, an improvement on employee capital and regulations reform. Most of them are jurisdictional and are structure to conceive economical and sociological benefits. The reform critically targets at making quality training, health and education. The economic and social problems so far faced today calls the need to reform various systems within the government bodies (Hampson, 2002). The reform agenda has so far failed to deliver thus it resulted in the partial transformation of the technical education of Australia. Particularly policies that were triggered by the Federal Government were not fruitful as predicted.
Therefore the plague that hampered technical education is still dominant. Well aware of the perennial issues of inadequate capital funding for learning institutions with intolerable conditions of VET in the society. There are very many issues that are yet to be solved. Lack of enough funding in firms for training, federal-state co-operation issues, proper structures that address issues of the common citizen, the rising need to expand part-time educational systems and training is labor sector of the economy and immense shortage in traditional trade (Hampson, 2002).
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