Does technology determine how we work or should we determine how we want to work with technology? Maybe it’s a combination of both, a symbiotic relationship? Recently, digital behaviour change has been in focus of human resource professional discussions. HR is supposed to drive and support this behaviour change to fully embrace a company’s digitalization journey. “[…] Implementing a digital solution is one thing, to change people’s behaviour to use and like the solution is another.”, wrote an HR professional in a social media feed.
Here’s a balancing perspective.
This sally has a double-function. Firstly, I want to bring your attention to common learning myths and secondly, how you can use these myths to start diving into the world of research. Earlier, I wrote about evidence-based and research-based HR work and how far we have come already. I still remember how hard it was for me (especially in the beginning) to embrace research papers. They were boring and I did not understand the lengthy parts about statistics which some of them entailed. Today, I am happy that I gave it a try. Because academia contributes a lot to the field of HR. There are great reviews on all kinds of areas within HR and also researcher challenges common beliefs and reveal myths. Learning more about how to read academic research give you the critical competence to be part of the discussion when other HR professionals call their practices research-based. Learning and development is an area where many professionals claim this. Unfortunately a lot of learning myths have nourished a questionable way of learning practice at school and in the workplace. It’s time to dig deeper into this.
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