HRD PRACTICE UNDER HRM

  As mentioned earlier about the components of the ASK model, it is a model which helps human resource development from the initial stage when it begins from recruitment. From this perspective, the model tries to sum up the basic expectations from any new entrant and explicit the required characteristics that can be measured and assessed' This model aims to provide the basic requirement for the new entrant to perform better in their jobs in any given industry, with the means to identify and determine the assessment criteria for their achievements. Based on the ASK triangle the knowledge accounts,  only for 15 per cent, which consists only of the technical and general knowledge required to perform a job. Subjective and objective knowledge is not enough to perform in any given profession or job, while the skills and the Attitude together account for 85 per cent. Attitudinal aspect covers the areas consisting of Integrity, hard work" commitment, maturity, positive attitude, sensi...

  The origin of the ADDIE instructional development model is a concept that can be traced to the United States armed forces in the 1970s (manu , J.S., 2004) In fact, the term ADDIE does not appear in many textbooks written in the field of training and development. It is mostly called by the training cycle or directly called an instructional system design .  The ADDIE model includes the following cycle . As cited by, Manu J.S. (2004) “ The word ADDIE is an acronym formed from the first letter of each keyword” (Rothwell and Benkowski, 2002) As a professional, this model is more than just an acronym. It is a blueprint for success. An analysis is the most important step in the process. It helps to determine the basis for all future decisions. A mistake that many beginners make is not conducting a proper analysis at the beginning. It is this analysis that helps to identify the audience " limitations or opportunities or other important points that will be useful in the design proce...

Donald Kirkpatrick has developed a very popular evaluation model that has been used since the late 1950s by the training community. The focus is on measuring four kinds of outcomes that should result from a highly effective training program' Perhaps the best-known evaluation methodology for judging learning processes is Donald Kirkpatrick’s Four Level Evaluation Model which was first published in a series of articles in 1959 in the Journal of American Society of Training Directors (now known as T + D Magazine). The series was later compiled and published as an article, “ Techniques for Evaluating Training Programs”, in a book Kirkpatrick edited, “ Evaluating Training Programs” (1975). However, it was not until his 1994 book was published, Evaluating Training programs, that the four levels became popular. Nowadays" his four levels remain a cornerstone in the learning industry. Kirkpatrick's model includes four levels or steps of outcome evaluation : ·   Level 1 Evaluation –...