Sabbatical Post – The Learning Needs Assessment Desert

About a month ago in this blog I brought the academic and practitioner communities to task for the schism that exists between practice and academia in many areas of human resources. The idea being put forward was that in many important aspects of HR, practitioners and academia were of little use to each other in their respective pursuits. At the time I cited the ADDIE model which is quite pervasive in multinational organisations as a method of designing and delivering training whereas in academic publishing is it absent. I also mentioned the ubiquitous (in practice) Kirkpatrick Model which is slated by academics who no longer engage with outcomes evaluation methods and concepts. I want to return to the subject through discussing how both communities address learning needs assessment (LNA). Continue reading here [...]

Sabbatical Post – The ADDIE Model, Practitioners and Academics Living Apart

Having crossed over the line between HRM practice and academia I am conscious more than ever of how these two communities live very much apart. I'm sure the way it's supposed to work is that the practice 'surfaces' its concerns and the academia takes up the challenge ultimately informing practice of what its concerns should  be. Or something like that. However, during my time as a practitioner I never felt assisted by Irish academics helping me to understand my challenges as a manager and now that I'm in academia I'm often puzzled at how oblivious Practice is regarding the work that is going on in Irish universities. A good example of this is the ADDIE model. This model is a staple approach to identifying training needs and implementing and evaluating training. Developed (perhaps) by the Continue reading here [...]