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Inform HR professionals to pay attention to both performance and high-quality service.The host organization is a purposeed system that must achieve effective and efficient survival goals, so it is HRD's responsibility to focus on both individual employee goals and goals.An organization is defined as a productive company that has a mission and is defined as a productive company that has a mission and goals.

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There are numerous examples of companies meeting their organizational objectives that are also among the most progressive in terms of treatment and relationships with employees. Nowhere has organizational success been shown to be in direct conflict with employee happiness and well-being.

Whether the HRD should be aligned with the organization's goals and strategies, and performance is the primary means by which organizations' goals and strategies are achieved; it follows that the DRH must first and foremost care about maintaining and/or improving performance at the organizational, process and individual level.

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PERFORMANCE LEVELS Process level.Do the objectives of the process enable the organization to meet organizational and individual missions/objectives?  Individual level. They are the professional and personal mission / objectives of the induviduals consistent with the Sy stem of the Desing organization.   capacity.motivation.Does the process provide the information and human factors required to maintain it?

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Disciplines of human development (HRD) and adult education (AE) consider the adult learning process to be fundamental to their theory and practice.  The main difference relates to the control of the objectives and purposes for which adult leraning is the individual vesus control of the organization used.

Others believe that HRD should focus on individual development and personal realization without using organizational performance as a measure of value.

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Performance problem through structured intervention in a couple of ways, depending on the results of the detailed analysis.  The example and performance performance diagnostic matrix that there are numerous performance impairments and, consequently, numerous challenges and opportunities for HRD to improve performance.

Organizational system requires a lot to learn a fin to understand and operate within and for example, if the DRH is going to change the culture, then the principles and practices of adult learning play an important role in a measure that employees develop and learn new standards. Developing leadership skills is a learning processDeveloping leadership skills is a learning process

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The topic of control, organizational versus individual, is useful for exploring the role of adult learning in HRD. Cervero and Wilson help in their book Responsible Planning for Adult Education: A Guide to Bargaining Power and Interests, noting that AE's adult education literature has focused on "how-to" technical skills,

HRD is broader than adult training or learning. There are HRD interventions that involve much more than training or learning activities, and some may not have a planned educational component.  They might not require an effort You could try to argue that DRH's work to improve the process involves acts of learning and is to improve adult learning.

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AULT LEARNING WITHIN HUMAN RESOURCES DEVELOPMENT.     For many, EA best practices allow for maximum individual control and appeal directly to the most significant needs for the individual.    When the needs of the individual are consistent with the needs of the organization, for this reason, DDH learning professionals must balance the practices that lead to the most affective adult learning required, the realization will be compromised if the affective principles of adult learning are not incorporated.

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The premise that people control their own learning.

One of the most popular ideas in AE that individuals want to have control over their personal learning-based goals and that learning will increase as a result.  The idea is to get better results when the student stays in control throughout the learning phases.

Andragogy suggests that adults have a self---conception to be responsible for their own lives and expect others to treat them as capable of being able to self---direction is the latter that has falsely made HRD seem incompatible with adult learning principles.

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There is evidence that learning, or improving the ability to learn, is a valuable otcome in itself and that the sponsoring organizations logically benefit Robinson and Stern

Adult learning is defined as the process of adults gaining knowledge and ecpertise. In addition, the ideas students universally want to have control over their learning and learning process increase the situational posture on shared control.

Determine what learning is needed to achieve goals.

create. Create a strategy and resources to achieve learning goals.

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The idea of control at the need-making stage can be better examined from the perspective of four types of learning: Although there are limitations on student control, Control resides with the student, and the learning teacher responds to those plush needs, education becomes a gigantic department store where fecilitators are providers of what students (consumers) believe will make them apprehending.The extension of this way to hrd is to carry out an apprenticeship / training wants analysis among employees and call it a need for training.

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Participants are recent developments in conducting these low-level surveys of training through computers and electronic data.

The fundamental flaw in this approach is that no substantial attention is paid to people, the work process or organization, it does nothing right, this popular voting strategy requires almost no professional experience on the part of those who lead the process and allows them to hide behind the cloak of democracy. On the plus side, the fundamental strength of this approach is that it provides the opportunity to participate, even at a minimum level.

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The idea of control at the need-setting stage can be better examined through the perspective of four types of learning: the four main reasons adults chose to learn on their own related to wanting to maintain control of the learning process.     It's about taking the facilitator away from the entire professional jury and getting him on a knee-to-back meet the needs of consumers.Education becomes a gigantic department store where fecylitators are suppliers of what students

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Sheds light on this dilemma: For a facilitator to completely ignore the needs and expressions of preference of students, it is arrogant and unrealistic. When it comes to creating and implementing planning phases of learning theory and practice, shared control between authorship or extension instructor and student is the primary focus rehter of creation than the student's self-direction.   Questions focus on learning outcomes or summary assessment, not the work process for storing learning autocomes or formative assessment.

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Research has shown that the self-classifications of leaching participants. The view of formative assessment is that the evaluation should be diangnotic and have the purpose of improving learning, beyond simply demining if the desired changes occurred.  In addition, it is controlled by the organization, not by the individual.Management or work teams will likely be complete partners in the evaluation phase of learning outcomes than individual students.validity.      Management or work teams will likely be complete partners in the evaluation phase of learning outcomes than individual students.

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In short, adult learning theory provides good advice to HRDs at each stage of the planning process.

create.

Engage students at this stage for greater validity in learning strategies.

implement.

Engage students in this phase to better mediate real learning.

evaluate.

Engage students at this stage for greater self-reflection and integration of the knowledge and experience sought.

conclusion

Exploring the gaps between research and practice is a primary role for the thoughtful practitioner.

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This debate, like many others, is fueled by an often poorly constructed misalignment of opposing sides.   The objective of perfomance-focused HRD is simply to ensure that the HRD process within organizations contributes to the objectives of the organizational sustem in which it operates.