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Exploring linkages between unlearning and human resource development: Revisiting unlearning cases
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AbstractThe purpose of this study was to review unlearning cases and to identify and suggest what roles human resource development (HRD) can play in the unlearning process. By adopting the unlearning process model (Cegarra‐Navarro, Eldridge, & Wensley, 2014), four unlearning cases were revisited and analyzed. All of the cases showed that the organizations engaged in the overall unlearning process, initiated unlearning to promote the necessary changes, and reinforced new knowledge, skills, and routines employees needed to acquire after unlearning. The findings illustrate that HRD can play a role in supporting employees' awareness of the need for change in the unlearning process, facilitate the processes of discarding obsolete routines, and promote relearning new knowledge.
Title: Exploring linkages between unlearning and human resource development: Revisiting unlearning cases
Description:
AbstractThe purpose of this study was to review unlearning cases and to identify and suggest what roles human resource development (HRD) can play in the unlearning process.
By adopting the unlearning process model (Cegarra‐Navarro, Eldridge, & Wensley, 2014), four unlearning cases were revisited and analyzed.
All of the cases showed that the organizations engaged in the overall unlearning process, initiated unlearning to promote the necessary changes, and reinforced new knowledge, skills, and routines employees needed to acquire after unlearning.
The findings illustrate that HRD can play a role in supporting employees' awareness of the need for change in the unlearning process, facilitate the processes of discarding obsolete routines, and promote relearning new knowledge.
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Abstract
Introduction
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