Selected alternative training techniques in HRD

Abstract

Over the years a number of training techniques and procedures have been developed that are not part of the mainstream but are believed by some to have utility for organizations trying to enhance human pevformance. This article discusses four of these alternative techniques-subliminal self-help, mental imagery and practice, meditation, and Neurolinguistic Programming (NLP)-and examines the contributions of each from a scient$c perspective. With the exception of mental practice, there is a paucity of data to demonstrate convincingly whcther thesc alternative techniques promote or enhance individual or organizational effectiveness. It is concluded that effective professional practice depends on scientlfically derived research results.Training and development has historically been plagued by charlatans hawking this or that program or approach as having a significant positive impact on profits, effectiveness, absenteeism, turnover, and so on. Fads and techniques that come and go abound in this discipline: participation training is the style for a few years, then total quality management training surfaces; management by objectives comes and zero defects goes; T-groups are the darling of training professionals for a while; time management is "in" and job enrichment is "out"; Kepnor-Tregoe is popular for a time and then the one-minute manager takes its turn in the spotlight. Although these approaches are generally considered mainstream, others that have app eared are less traditional but also have significant followings proclaiming their effectiveness.As a class, the latter techniques are considered extraordinary; they are developed outside of mainstream science and are accompanied by extreme claims for high effectiveness (Austin and Miller, 1992). These claims are often

Meditation, learning, organizational innovation and performance

“…In addition, Bergen et al (1997) observes that a number of training techniques and procedures were developed over the years that are not part of the mainstream but are believed by some to have the utility for organizations trying to enhance human performance. The alternative techniques which are most widely used in a corporate setting are: subliminal self-help, mental imagery and practice, meditation, and Neurolinguistic Programming.…”

Neuro-Linguistic Programming (NLP): A Case of Unorthodox Knowledge in HRD?

“…Yet its findings tend to be cited as if they were conclusive and authoritative (e.g. von Bergen et al, 1997), and the additional research that could have developed interim conclusions has not been conducted. NLP has been in something of a catch-22; it is dismissed because it is said that there is no evidence for it, yet there is no evidence for it at least in part because research is not being done.…”

Ethical issues in contemporary human resource development

“…Providers of NLP training would argue that true understanding can only be acquired by full participation in accredited NLP training. However, the US trademarking of the concept by Bandler in an attempt to license the practice of NLP, and subsequent litigation around alleged unauthorized practice, has engendered a great deal of controversy (Rapport 1998, Welch 1997, Pickard 1998), while US research (Druckman and Bjork 1991, von Bergen et al 1997 has cast doubt upon the validity of its assumptions and the efficacy of its claims.…”