HR Development – Critically discuss how effective HRD practices and an effective HRD strategy

HR Development

Read the case
study below and answer the questions that follow.
National HRD in
Finland, Russia, and South Africa
Finland
HRD practice in
Finland is diverse as it is primarily the responsibility of the employer with
some steering from government through legislation and government-led
initiatives such as the Finnish Workplace Development Programme. The labour
market in Finland is characterised by high levels of education. Since the
mid-1990s adult education and training has become an increasingly important
feature of national policy and is available in over 1000 institutions although
the majority of adult learning takes place within organisations in the form of
training provision or workplace learning. For young people who decide upon a
vocational route after comprehensive school there are a wide range of training
options to choose from: there are 75 initial vocational qualifications. This
type of training is offered by education institutions and as apprenticeship
schemes. Training is a mix of theoretical studies and practical sessions plus
on-the-job training in actual workplaces. Higher education is studied at
universities or polytechnics with the latter having a vocational orientation.
Finland has been able to realise the benefits of a knowledge-based economy
achieving excellent levels of productivity, innovation, and competitiveness.
National VET has been heavily influenced by the EU commitment to the
development of a learning society and competence –based training, particular in
the public sector. SMEs in Finland demonstrate high levels of innovation which
reflect the country’s prioritisation of investing in research and development.
This has also been reflected in the past in HRD practice in Finnish
organisations which has been regarded as being quite innovative; drawing upon a
wide range of HRD interventions including the implementation of new types of
training course, the facilitation of workplace learning and the utilisation of
organisational intranets.
Russia
Today Russia is no
longer characterised by Soviet-era practices or a labour market that is under
the direct control of central government. Instead, Russian enterprises are
being forced to improve their ability to recruit and retain human capital.
Since the early 1990s there has been a significant reduction in state-sponsored
vocational training and a consequent increase in opportunities for private
training and education companies, along with the setting up of their own
training and development facilities by subsidiaries of foreign companies. The
once world class higher education sector is now run down but still produces
every year over 200000 science and technology graduates (there are some 3500
universities and research institutes in the country). However, access to a good
education can often depend on parental connections and corruption is rife.
South Africa
The situation in
South Africa has been deeply influenced by recent political, social, and
economic developments and the legacy of apartheid. A significant proportion of
the population is unemployed and has low skill levels. The country is also
experiencing skills shortages at the high and intermediate levels. National
government is committed to developing the country’s human capital and has used
legislation to promote vocational education and training. In 1995 the South
African Qualifications Act was introduced with the aim of promoting national
standards for training through transferrable qualification and the
accreditation of prior learning. In 1998 the Skills Development Act was an
attempt to make employers treat training more seriously and included the
introduction of a training levy and a requirement that firms produce and submit
an organisational skills development plan. Since the
ending of apartheid the government has introduced measures to address racial
imbalances in education, high levels of unemployment, and skills shortages in
science and technology

QUESTION 1 (50)
Individuals
and organisations are entering an era where adapting to a developing learning
society and a knowledge economy forge the way for many organisations.
In
the case above, Finland has realised the benefits of a knowledge-based economy.
Bearing this in mind:
1.1
Critically discuss how effective HRD practices and an effective HRD strategy in
the workplace can provide the levers of control for the future of a growing
knowledge-economy in countries like South Africa, Russia and the country in
which you reside. (30) (1600 word response)

1.2
Discuss the impact of linking HRD to the key strategic drivers of an
organisation’s macro- and micro-environment in order to deliver the
advantageous returns of HRD. (20) (800 word response)