Article Series: HRD Fantasy のファンタジー/幻想
人材開発部に所属する山本健二氏は、再構築をしないで従来通りそのままにして置いた・。HRDの自信に満ちた役員である山本氏は順調に統括していた。つい最近になって、HRDの役員諮問委員会は、新しい会社の開発プログラムを査定し承認した。山本氏はそれら総てがフォーチュンの５００社の役員が期待しているように行っているように見えた。
Article Series: ４つのHRDの迷信
HRDにまつわるもっともらしい多くの伝説があります。それらの迷信は有る意味においてはHRDのプログラムを裏づけする徹底した仕事や作業の分析をしないで、なんとなくいい感じと言ったような結果からもたらされています。よく言われている迷信は、次のようなものです。 １． 社会的プレッシャーはHRDの基本である。 ２． マネジャーはHRDに無関心である。 ３． HRDは金食い虫である。 ４． 誰もHRDの利益を定めたり測定できない。
- １． 社会的プレッシャーはHRDの基本である。
２． マネジャーはHRDに無関心である。
３． HRDは金食い虫である。
４． 誰もHRDの利益を定めたり測定できない。
CoreComm Case Study 1
My Career Stopped
On the first day of the class, Tanaka-san sat at the table with his arms crossed a sharp frown.
He was asked, “Is communicating in English difficult?” “Yes, I don’t like it”. He was asked “Why?” The student said English vocabulary was difficult to remember, grammar was difficult and he couldn’t think in English, translating all the time was too troublesome! In addition, because of this, he couldn’t communicate well, he couldn’t improve his TOEIC™ score and so his career had stopped.
CoreComm Case Study 2
Overseas Assignment Stress & Family
This client had a problem with the communication skills of key managers who had been chosen for overseas assignment.
They had already taken over 250 hours of English lessons. The same kind of evening classes many companies tend to use- 1 or 2 hour English conversation classes after work. The lessons were boring, not effective and not motivating and many of the managers still could not communicate in English.
CoreComm Case Study 3
Overseas Assignment & No Communication
A group of engineers had been chosen for 2-year overseas assignments to Europe and Asia.
The group had been given over 250 hours of English lessons and Business English lessons at their company. The lessons were usually once or twice a week. But after many months, they still couldn’t communicate effectively in English. And the departure was very close. The Human Resource Director was extremely worried and upset. She was so shocked by the engineer’s lack of language ability and communication skills after taking so many classes.
This was a panic situation.
CoreComm Case Study 4
Don't Come Back!
The International Training Director told the team “Don’t come back".
The global European IT company’s Japan branch had finished the language and communication training program for 10 recent recruits. The team had been sent overseas to complete their global training. They were scheduled to go back for the second part of the global training in the late fall. This training was very important for their future promotion and development. Also, it was important for the Japan branch to make sure the branch was represented at the global level.