Describe why the competencies of the past are not compatible with the competencies of the future for the global organization.

The assignment submitted below should be original and APA standard with references cited correctly. If its not I will dispute my the charges for this work.

Unit I Essay

For the Unit I Essay, you will explain organizational learning techniques for today’s HR professionals and how they enhance training and development. Within your essay, address the following points:

 Describe competency models, case-based decision making, and systems thinking.

 Describe why the competencies of the past are not compatible with the competencies of the future for the global organization.

 Explain the competency-based and the traditional approach to training. Select several training models and assess their effectiveness for the global organization. Include training issues faced by the global organization in your

explanation.

Your essay must be at least two pages in length, not including the title and reference page. You are required to use at least one outside source to support your explanation. All sources used, including required readings, must be cited and

referenced according to APA standards.

Reading and Resources

Hi everyone, and welcome to the unit on learning and development in today’s workplace. I would for like you to think about your first few days at any new job you might have had. Did you, as is usually the case,spend much of that time in training? One of the first things most organizations train new folks on is

organizational culture, including strategies to provide these new employees with a better understanding of what the company is about and the role they will play.

It is also quite likely that these first few hours or days of training were, well, less than exhilarating. You can admit it; we are all professionals here. Part of the reason for this may be that the training was broad based and did not address the information you needed to understand about your own area of

responsibility and where you fit within your work group or department. So I ask—can training work at both an organizational and individual level at the same time? Sure it can!

One way to be sure it does work is by using different organizational learning techniques. In his book The Fifth Discipline, Peter Senge discusses five disciplines that interface and support one another in order to create an environment where learning can occur. He says that systems thinking, mental models, personal

mastery, team learning, and a shared vision can be adopted by an organization to create a better learning climate. This unit introduces you to the different kinds of organizational learning. You will be exposed to competency-based models, case-based decision-making, and system thinking to provide a variety of

learning techniques for all employees.

Your reading assignments are composed of cutting-edge information about learning and development and competency models in today’s workplace. You will also review global issues in learning and development as well as the development of HR competencies for the future.

Arneson, J., Rothwell, W., & Naughton, J. (2013). Training and development competencies: Redefined to

create competitive advantage. T+D, 67(1), 42-47. Retrieved from

http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do?p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE%7CA315786015&asid=cdac7e3e78a8dab3b16d3fd15caf3747

Dalton, M. (1997). Are competency models a waste? Training & Development, 51(10), 46. Retrived from

http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do?p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE%7CA20057487&asid=0aab476f0add5b0d07834d5282401422

Dubois, D., & Rothwell, W. (2004). Competency-based or a traditional approach to training? A new look at ISD models and an answer to the question, What’s the best approach? T+D, 58(4), 46-51. Retrieved

from http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do?p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE%7CA119115834&asid=7707a524d01851df87de9a83834302e6

Frank Jaquez. (2014). TD, 68(8), 14. Retrieved from

http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do?p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE%7CA380746728&asid=b2a0297c4ed9b3cc47e4108fd42da9d0

Steckler, S. (2014). Global talent management for the 21st century, a conversation with Peter Cappelli and Ram Charan. People & Strategy, 37(3), 48-51. Retrieved from http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do?p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE%7CA387060500&asid=00b237d193305f0f1bd383de49b385fc

Yeomans, W. N. (1989). Building competitiveness through HRD renewal. Training & Development, 43(10), 77.

Retrieved from

http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.dop=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE%7CA7789164&asid=e7ced94d37added31d7128e01e2a910b