Page 14 - Demo

%u062c%u0645%u064a%u0639 %u0627%u0644%u062d%u0642%u0648%u0642 %u0645%u062d%u0641%u0648%u0638%u0629 %u0640 %u0627%u0625%u0644%u0639%u062a%u062f%u0627%u0621 %u0639%u0649%u0644 %u062d%u0642 %u0627%u0645%u0644%u0624%u0644%u0641 %u0628%u0627%u0644%u0646%u0633%u062e %u0623%u0648 %u0627%u0644%u0637%u0628%u0627%u0639%u0629 %u064a%u0639%u0631%u0636 %u0641%u0627%u0639%u0644%u0647 %u0644%u0644%u0645%u0633%u0627%u0626%u0644%u0629 %u0627%u0644%u0642%u0627%u0646%u0648%u0646%u064a%u062914Electronic Resources %u2013 Human Resources Development Year Four - 2021 | |15Because:%u2013 Organizations change%u2013 Technologies change%u2013 Products change%u2013 Processes change%u2013 PEOPLE must change!!%u2022 Need for Organizational Learning:%u2013 Organization development scholars such as Chris Argyris, and Peter Senge, author of the book %u201cThe Fifth Discipline%u201d, have recognized that if organizations are going to make fundamental changes, they must be able to learn, adapt, and change to become a %u201clearning organization.%u201d%u2013 To do this, HRD professionals must develop a solid understanding of learning theory and be able to devise learning tools that enhance individual and group development.A Framework for the HRD ProcessHRD efforts should use the following four phases (or stages):%u2022 Needs Assessment%u2022 Design%u2022 Implementation%u2022 Evaluation