چکیده:
HR experts and managers play an important role in business performance as custodians of human resources. Learning is both a way to develop their competencies and a tool to adapt to rapid changes in the business environment. Considering the importance of learning in improving the performance of the HR unit and upgrading the competencies of its custodians, the important question is what sources and methods do HR experts and managers use to learn and develop their competencies? This research, conducted using a narrative method with event-based interviews, identified and documented the experiences and narratives of 7 HR experts and 9 HR managers in the automotive industry to accurately identify the methods and sources of their learning in the process of performing HR management activities. Then, a qualitative coding process was performed. The findings of the research show that HR experts and managers benefit from four sources: "learning from performing work tasks", "learning from training-publications", "learning from human-social interactions", and "learning from organizational policies-challenges". Two methods, including learning from "performing specialized tasks" and learning from "receiving specialized feedback", had the highest frequency in the context of narratives expressed by managers and experts in the HR field of the automotive industry.
خلاصه ماشینی:
Identifying the Methods and Resources of Learning for Experts and Human Resources Managers in the Automotive Industry: A Narrative Look Qanbar Mohammadi Elyasi 1, Seyed Reza Seyedjavadin 2, Mojtaba Arabi 3 3 1.
This research, conducted using a narrative method and event-based interviews, accurately identified and documented the experiences and narratives of 7 experts and 9 human resources managers in the automotive industry to identify their learning methods and resources during the course of performing human resources management activities.
The findings of the research show that human resources experts and managers benefit from four sources: “learning from performing work tasks,” “learning from training - publications,” “learning from human-social interactions,” and “learning from organizational policies-challenges.
” Two methods, including learning from “performing specialized tasks” and learning from “receiving specialized feedback,” had the highest frequency in the text of the narratives expressed by managers and experts in the field of human resources in the automotive industry.
Situated have moved towards outcome-based education, situated1, experiential, and Recent research findings show that 80 percent of individual learning occurs in the workplace and through informal methods, and only 20 percent of people's learning results from formal organizational investments (Chyung & Berg, 2008).
Discussion and Conclusion The results of this research show that experts and managers of human resources in the automotive industry benefit from four sources for learning: performing work tasks, publications and training, human-social interactions, and the source of organizational policies and challenges.
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