چکیده:
Based on research findings, managers use informal learning methods more to develop competencies and improve their performance. However, this concern has not been researched in the Iranian business environment so far. Therefore, the purpose of this research is to identify the informal learning methods of human resource managers. To this end, using a narrative approach and event-based interview tools, the experiences of ten human resource managers in relation to the design and implementation of one of the human resource systems have been identified. After three-stage coding, a total of seven categories and 21 learning methods were identified for human resource managers of large organizations. In order to prioritize the learning methods of human resource managers, 301 questionnaires were distributed and collected. The results of the Friedman test show that learning methods through interaction with consultants, experts and human resource managers, learning through dialogue with an experienced counselor-teacher, and learning through studying books, articles and scientific resources, and learning from work failures are four informal learning methods with higher priority among human resource managers.
خلاصه ماشینی:
Identifying Informal Learning Methods for Developing Human Resources Managers in Large Organizations of the Country Somayeh Zeraatkar1, Qanbar Mohammadi Elyasi 2, Hassan Zareei Matin 3, Seyed Mehdi Alvani 4, Mohammad Ali Babayi 5 1.
A. ), Tehran, Iran (Received: 2016-01-04; Accepted: 2016-04-23) Abstract Based on research findings, managers use informal learning methods more to develop their competencies and improve their performance.
From the perspective of formal-informal learning, McIvey’s (2005) research shows that organizations use project-based methods and experiential learning to develop the competencies of human resources specialists.
After the interview and coding, in order to achieve the second goal of the article, namely prioritizing the informal learning methods of human resource managers, a questionnaire tool was used.
Based on the results of this research, 21 learning methods for human resource managers were identified, which were categorized into seven categories as follows: 1.
In previous research, learning methods through trial and error (Clus; 2012, Kim & Jeon 2010), learning from work failures (Eraut, 2011), learning through studying books and resources related to the field of work (Dunn, 2009; Alonderiene, 2010), learning through searching the internet (Viitala & Suutari, 2008; Pannoni, 2010), learning through modeling the experiences of successful companies (Chen, 2005; Dunn, 2009), learning through participating in conferences and training courses (Hillier & Cunningham, 2012), learning through examining work issues and problems in scientific circles (Cacioppe, 1998; Pannoni, 2011), and learning through solving work challenges (Alonderiene, 2010; Eraut, 2011) have been generally identified among organization managers.
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