Overview of the Company
Hong Kong Finance (HKF) specializes in small loans ranging from HK$10,000-HK$50,000. This company’s business model assumed discussion of loan options with a financial adviser, and in case everything is satisfying, signing the paper sent to the Head Office. The loan was collected in cash at a local branch via direct debit or paying in person monthly. After the pandemic of COVID-19, the company had to adjust its business into an online format.
Strategic Human Resource Development
Strategic human resource development links the human resource function to the organization’s goals to improve performance. A successful human resource development strategy includes understanding and developing the company’s objectives, estimating requirements, determining the tools needed, and action. In the case of HKF, money is transferred online now, as customers are not allowed into branches. All transactions are fully remote, and the cost of these new changes influenced the company’s profits. However, the company realized that online operations with money are better in this format and began to adapt their business model.
Now, the company faces specific difficulties connected to the online shift. For instance, each employee should know how to approach the customer and see the essence of customer service. The struggle is that previously workers were happy to work face-to-face. Now, HKF cannot afford to employ well-skilled employees; thus, they have to teach their workers to handle human resources and customer management.
For instance, it is clear that the company has to shift online, bringing certain obstacles. Thus, the new information about the online format should be presented to employees. Workers used to catch the potential customers with particular tips that led the process to the deal. Now, there will be no real-life meetings, and employees have to learn online marketing features. It is apparent that lectures and various training will benefit employees who never had experience in online sales (Timonen & Ruokamo, 2021). For instance, telephone and online marketing experts might teach HKF’s workers to perform efficiently and provide essential insights into the online world.
Learning Styles and Preferences
It is also crucial to remember about preferred ways of learning that employees should obtain. For example, one worker will grasp the information quickly and completely, while another employee may struggle with new information. There are multiple ways defined by scientists and scholars that describe the human’s abilities and preferences in learning, and one of them is Herrmann Brain Dominance Instrument. It assesses the person’s brain abilities according to four paradigms: logical, holistic, interpersonal, and organized (Alkhatib & Al-Humaidi, 2018).
According to this model, it is feasible to determine more important and weaker traits in a person’s logical and creative mindset. Then, another method is the Myers-Briggs Type Indicator (MBTI) used for learning preferences in respondents’ decisions. Besides, the instrument allows examining how the person perceives the world (King & Mason, 2020). The indicator uses a self-report format, and the person only needs paper and a pen (Furnham, 2020). Therefore, it is possible to offer a small test for employees, which will show the dominant features in their brain possibilities. For instance, with the help of this test, employees might reveal creative or analytical abilities. It will allow employees to express themselves within the collective.
Strategic Human Resource Development for Adult Learners
Principles of pedagogy and andragogy are essential to consider because the company may contain adults and young employees simultaneously. Pedagogy is about teaching a person some skills and gives him specific knowledge (Jeanes, 2021). Andragogy is a particular science that studies how to conduct an adult person (Muduli et al., 2018). It is essential to consider the abilities of the adult brain, which possibilities might not be as attentive as the young person has (Gutruf et al., 2020).
Moreover, the six principles of Knowles are also vital because they assume six dimensions according to which the adult should be learned. These include self-concept, motivation, desire, prior experience, readiness for learning, and orientation to learn (Aljohani & Alajlan, 2021). The revision of new information is required, and a long break is essential to relax. The revision comes after the break, and it enables workers to rest before the bunch of new information.
It becomes apparent that all people are different, and one learning method may not apply to each person. It is why blended learning is essential; for example, adult learners might struggle with the perception of new information (Kara et al., 2019). The educational process must combine methods and activities that will help employees grasp the new information effectively (Curran et al., 2019). For instance, after the information-loaded lecture from the expert, employees are offered to watch a fun short video, which demonstrates the typical day of an online worker. Besides, it will make fun and warm the collective up, and it will relax workers and undermine their fears about shifting online. It is an essential discharge that is needed for adult learners.
Moreover, it is crucial to integrate online sources into blended learning. These remote sources, such as online platforms and apps, will let learners understand the web system. Personalized learning is one strategy that enables learners to educate themselves using research studies and other available sources (Alamri et al., 2020). It is also effective to combine face-to-face meetings and online sessions (Hrastinski, 2019). All these methods might be efficient; a proper combination of all ways of learning will let adult learners grasp new information quicker.
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