Five Learning and Development Perspectives Used to Frame Competence Based Work: Well-Living World 1118

well-living world 1118

It's important to ground yourself in the base learning & development concepts and practices that guide you in managing and leading organizational and individual level work and their integration. 

With this blueprint - framework - approach you can realize action_outcomes like*: 

  • Establish a job performance system customized to organizational requirements 
  • Use a reward and recognition system to connect job performance completion and/or progression with internal and external awards 
  • Encourage commitment to extraordinary work useful to the public good 
  • Monitor a enforceable code of ethics 
  • Measure organization outcomes against internal compliance regulations and those provided by regulatory institutions and government  

* Illustrative only

Here are 5 learning & development perspectives used to frame action_outcome statements for organizational and Individual competence based work.

Psychology … is about how one person is different from another … how a person’s knowledge, skills and attitudes makes s/he different especially with regard to performance … linked with intrinsic motivation (inside out) … helps with succession planning and talent management 

Applied Psychology - Neuroscience … is about how a person can learn and develop to be successful … how a person can apply what they know and can do in situations that match with their core needs and wants … linked with extrinsic inspiration (outside in) … helps with career development and talent management 

Human Performance Improvement … is about how organizations can understand and realize its human capital … how an organization can match person’s with jobs so as to achieve the correct person in the correct job at the correct time … linked with comparing low performers with high performers and deciding on how to bridge the gap … helps with developing and using an instructional design process to develop job and course profiles 

Industrial Psychology … in how Human Resource departments of organizations work to match applied psychology with human performance improvement … how an organization organizes its work through writing job profiles and measuring individual performance and organizational productivity … helps with defining and using a hiring and firing process that is fair to everyone involved

Management Science and Leadership … in how the job profile is the focus so as to find a person to fulfill the job … how leaders and managers consider who is best to occupy a position by matching the job action_outcomes with the person’s capabilities or portfolio of learning-for-knowing … helps in facilitating, instructing, coaching and mentoring employees in doing the correct things and things correctly


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