Transforming The Profile of Caribbean HRD: Building Global Organizations Locally 20 tH Anniversary Conference Mona Visitors Lodge May 27 th – 29 th 2015 Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 1
Aug 08, 2015
Transforming The Profile
of Caribbean HRD: Building
Global Organizations
Locally20tH Anniversary Conference
Mona Visitors Lodge
May 27th – 29th 2015
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 1
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 2
Moving beyond boundaries …
Protocols of
Transformation
Protocols of Transformation
Human Resource Development
Formal System
Developing Talent
Improving Skill Sets
Growing the knowledge economy
Human Resource Management
Formal System
Managing people
Responsible for staffing, compensation
and benefits, defining/designing
work…
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 3
Protocols of Transformation
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 4
Protocols of Transformation
Literature suggests that HRD as a practice, does not fit rigid definitional
terms.
Weinberger (1998) – 15 definitions were examined.
Found to be from a US perspective.
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 5
Protocols of Transformation
Transformation requires the following:
Re-evaluating current practices
Improving knowledge
Engaging in dialogue
Critiquing theories that don’t quite fit
Creating new solutions.
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 6
Protocols of Transformation
BRAIN DRAIN – Emigration of highly talented productive workforce
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Protocols of Transformation
HRD is part of a system
HRD is itself a system
Systems communicate (inter-connected)
Systems must produce something
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 8
Protocols of Transformation
Questions to consider?
Can your employees distinguish between the functions, HRD and HRM?
What does “the system” produce that reinforces the importance of the
function?
Is the HRD office supported by other executives?
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 9
Protocols of Transformation
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 10
Protocols of Transformation
The human capital is much more informed and resourced than before.
The knowledge worker has eked out some power from rigid structures.
Companies are learning to rely on unique sets of skills.
Skill sets focus on team building, risk assessment, problem solving and
tolerance.
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 11
Protocols of Transformation
HRDs conversation
Acknowledges that the conversation is needed
Acknowledges that talent needs investment
Acknowledges it is not limited to lower level employees
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Protocols of Transformation
Begins with a conversation about the gaps, objectives and inputs
Identifies the actors (champions/influencers)
Continues with a strategic response
Follows through with constant monitoring and permits feedback
Reinforces best performing initiatives whilst pursuing other creative means.
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Protocols of Transformation
The development of the practice/field begs for inclusion
Stakeholders to the process are:
Customers – Internal & External
Scholars
Consultants
Leadership
Private & Public Entities
Other
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Protocols of Transformation
HRD - The Facilitator
Leaders gain traction when they build trust
Organize teams around tasks
Ascribe to a belief about empowerment
Create pathways to motivate team
Formalize workable solutions gained from experienced managers
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Protocols of Transformation
The Caribbean Narrative
Academia continues to pay close attention to trends
Transformation is slow unless precipitated by an external force
The worker is considered a commodity- skills sets make them attractive
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Protocols of Transformation
Are we prepared to disrupt archaic practices and help to develop new
standards to meet 21st century challenges?
Are we pursuing the right conversations?
If the CEO began to take note of what HRD could contribute, how would that
reshape your tomorrow?
What would you need to do to create that tomorrow?
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 17
Protocols of Transformation
Building Bridges
The Caribbean’s voice and vision should not be supplanted by an alternative
voice.
Increased partnership between scholars and practitioners
Documenting and mapping the results of brainstorming
Improving the design of adult education programs
Embracing the different platforms that can improve learning and
development
Recognizing that transformation occurs at the individual level
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 18
Protocols of Transformation-Implication
of Mezirow’s Transformation Theory
Mezirow (1981) – “Transformation is the emancipatory process of becoming
critically aware of how and why the structure of the psycho-cultural
assumptions has come to constrain the way we see ourselves and our
relationships, reconstituting this structure to permit a more inclusive and
discriminating integration of experience and acting upon these new
understandings.”
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 19
Protocols of Transformation
A case for improved delivery of content
There is the need to promote E-learning as an alternative/complement to
classroom engagement
Instruction to be designed to meet the learners needs; what is it that they
need to learn; how to make it efficient and engaging
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 20
Protocols of Transformation
A case for improved delivery of content
Instructional designers focus on content development
Subject matter experts provide support in honing the specifics
Implementation stage sees the learner engaging with the product
Learner provides feedback
Identify the metrics that would show “transformation”
Instructional designers are an integral resource to the HRD process
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 21
Protocols of Transformation
Summary
Caribbean boasts talented professionals
Improve awareness of what is happening in the field (local & C’bean data)
Explore what is happening in the global marketplace
Synthesize the information and create opportunities for greater partnerships
Bold support from CEO’s and other influencers necessary for confidence
building
Cross- cultural exchanges
Produced by Suzette Henry-Cambell & Salma Hadeed/Presented by Suzette Henry-Campbell 22
Protocols of Transformation
Summary
Create clear paths for succession within the organization using performance
measures that bracket biases.
Recognize best practices of internal stakeholders. Seek to incorporate in the
formal structure.
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Protocols of Transformation
What stories are worth telling about HRD
and it’s importance for the future?
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Quote“A man’s instinctive reaction to change is to fear it. This reflects the primeval response to the unknown and is as old as man himself.” – Michael Manley-The Politics of Change
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Resources
Beer, M., and Eisenstat (1996). The silent killers. Overcoming the hidden barriers to organizational fitness. Working paper 97-004, Harvard Business School, Division of Research, Boston, MA.
Marquardt, M. J. and Engel, D. W. (1993).‘HRD competencies for shrinking world’, Training and Development 47 (5): 59-65
Manley, M., 1990). The politics of change. Heineman Publishers (Caribbean) Limited.
Mezirow, J. (1981). A critical theory of adult learning and education. Adult Education, 32 (1), 3-24
Weinberger, L. (1998) Commonly held theories of Human Resource Development, Human Resource Development International, 1:1, 75-73, DOI 10.1080/1367886900000009
All images retrieved from Google.
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