learning has become, and will remain, an important topic for Europe,
as the continent develops into a learning society. Work organisations are
becoming important partners in this learning society, as they provide ever
more opportunities for continuous learning to their employees, with the
objective to optimise organisational learning. This new focus on employee
learning changes the role of the HRD function.
functions have objectives in five areas:
supporting the business;
supporting (informal) learning;
supporting knowledge sharing (as a special form of supporting informal
development and coordination of training;
changing HRD practices.
organisation is a metaphor that is important for HRD professionals,
the need for developing collective intelligence within organisations and
organisational forms supporting such a need, overcoming the remains of
Fordism at different levels;
the importance of knowledge and in particular tacit knowledge which has
to be recognised and valorised insofar it is embedded in human resources;
the overcoming of training-based development policies towards new policies
fostering learning in different ways, including support to competencies
development, learning networks and learning self-assessment in the communities
of practice (Tjepkema et al. 2000a, pp.
i, vi, viii).