Abstract
This study investigates how HRD practitioners customise learning
programs, that is, tailor them to take into account the demands set by
organisation and participants. A theoretical account of the relations between
learning programmes and organisational/individual characteristics is provided.
Results from an action-research project involving 13 learning programmes
conducted in healthcare institutions are presented. The main conclusion of the
study is that the seven HRD practitioners in our sample used few strategies to
customise learning programmes.
programs, that is, tailor them to take into account the demands set by
organisation and participants. A theoretical account of the relations between
learning programmes and organisational/individual characteristics is provided.
Results from an action-research project involving 13 learning programmes
conducted in healthcare institutions are presented. The main conclusion of the
study is that the seven HRD practitioners in our sample used few strategies to
customise learning programmes.
| Original language | English |
|---|---|
| Pages (from-to) | 288-304 |
| Journal | International Journal of Learning and Intellectual Capital |
| Volume | 2 |
| Issue number | 3 |
| Publication status | Published - 2005 |