role of HRD within organisations in creating opportunities for life-long
learning: Concepts and practices in seven European countries
research shows the need for a clearer status of HRD within HRM and
for significant improvements of HRD tools, techniques, types of interventions,
self-assessment of goals and results. Such a status and improvements should
be based on further growth of important issues, such as:
self-awareness of possibilities and limits of HRD function by the side
of its members;
up-dating of professional skills, especially regarding the interpretation
frames of the evolutionary realities in which HRD activities take place.
crucial precondition is that HRD functions should increase their strategic
orientation in order to being involved in strategic processes. HRD professionals
are challenged to continuously evaluate and redefine their activities in
order to meet these strategic requirements. However, these rather strategic
aspects have not been investigated in detail so far (Tjepkema
et al. 2000a, p. ix).
issues and requirements are set out in the conclusions and policy implications
(chapter 5) of the final project report (Tjepkema
et al. 2000a).
also project info on HRD &