what is the value, if any, of using the term HRD instead of training and development?;Can HRD ever be considered strategic?;Investment or cost? How important is this litmus test for HRD and why?;is HRD necessary for long-term organisational survival?;Dose all change lead to learning?;Why is the concept of " learning style " important for managers and employees?;Should all training be business oriented? Discuss this with reference to identifying traning needs;Can the value of HRD activity be proven?;For those seeking to lead change projects, what are the implications of groups and individuals holding different views of reality?;How would you develop training based on the different learning styles?
Paper#33449 | Written in 18-Jul-2015Price : $26