Abstract
This article has discussed three essential role shifts for the HRD practitioner: reactor to initiator, "pair-of-hands" to collaborator, and problem solving consultant to action learning facilitator. These shifts in role are required for the process of helping manage organizational change in our hospitals. Ongoing learning will be the essential ingredient to successfully manage change in health care organizations. This continual learning is not for clients alone, but is also required by HRD practitioners who want to be taken seriously as contributing to the achievement of their organization's future vision. While the effective HRD practitioner will need to continually experiment with new approaches, a starting point today is with the role changes described in this article.
| Original language | English (US) |
|---|---|
| Pages (from-to) | 7-10 |
| Number of pages | 4 |
| Journal | Journal of healthcare education and training : the journal of the American Society for Healthcare Education and Training / American Hospital Association |
| Volume | 5 |
| Issue number | 1 |
| State | Published - 1990 |
| Externally published | Yes |
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ASJC Scopus subject areas
- Medicine(all)
Cite this
Change begets change : emerging role of the human resources development practitioner. / Gundlach, A. M.
In: Journal of healthcare education and training : the journal of the American Society for Healthcare Education and Training / American Hospital Association, Vol. 5, No. 1, 1990, p. 7-10.Research output: Contribution to journal › Article
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TY - JOUR
T1 - Change begets change
T2 - emerging role of the human resources development practitioner.
AU - Gundlach, A. M.
PY - 1990
Y1 - 1990
N2 - This article has discussed three essential role shifts for the HRD practitioner: reactor to initiator, "pair-of-hands" to collaborator, and problem solving consultant to action learning facilitator. These shifts in role are required for the process of helping manage organizational change in our hospitals. Ongoing learning will be the essential ingredient to successfully manage change in health care organizations. This continual learning is not for clients alone, but is also required by HRD practitioners who want to be taken seriously as contributing to the achievement of their organization's future vision. While the effective HRD practitioner will need to continually experiment with new approaches, a starting point today is with the role changes described in this article.
AB - This article has discussed three essential role shifts for the HRD practitioner: reactor to initiator, "pair-of-hands" to collaborator, and problem solving consultant to action learning facilitator. These shifts in role are required for the process of helping manage organizational change in our hospitals. Ongoing learning will be the essential ingredient to successfully manage change in health care organizations. This continual learning is not for clients alone, but is also required by HRD practitioners who want to be taken seriously as contributing to the achievement of their organization's future vision. While the effective HRD practitioner will need to continually experiment with new approaches, a starting point today is with the role changes described in this article.
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M3 - Article
C2 - 10104869
AN - SCOPUS:0025069402
VL - 5
SP - 7
EP - 10
JO - Journal of healthcare education and training : the journal of the American Society for Healthcare Education and Training / American Hospital Association
JF - Journal of healthcare education and training : the journal of the American Society for Healthcare Education and Training / American Hospital Association
SN - 0898-2740
IS - 1
ER -