Adopting human resource development (HRD) activities can lead to improved organizational outcomes, such as improved performance and innovation. However, while the implementation of HRD strategies is widespread, there are concerns that they have failed to support the learning and skill acquisition required to support both individual learning and improved organizational outcomes. Having established that HRD is a systems level issue, this paper applies Meadows's (2008) system traps to suggest that adopting this lens could explain why extensive HRD interventions have failed to deliver desired system outcomes. Qualitative data is analyzed to consider why HRD interventions fail to result in increased capability development in the Australian public sector. The findings demonstrate four system traps were present in HRD interventions, which help explain the ongoing failure of HRD interventions to support required learning or improve organizational performance: (1) shifting the burden to the intervenor; (2) seeking the wrong goal; (3) policy resistance; and (4) drift to low performance. We argue that the presence of these traps suggest that HRD subsystems will need to be reconceptualized for there to be a real improvement. To this end, we apply Meadows's (2008) suggestions to overcome the traps, identifying potential strategies for HRD practitioners to act as system intervenors. Our paper contributes to knowledge through focusing on a specific aspect of systems thinking to help explain why HRD intervention failure occurs.

中文翻译：

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使用系统陷阱来了解并潜在地防止人力资源开发干预失败

采用人力资源开发 (HRD) 活动可以改善组织成果，例如提高绩效和创新。然而，虽然人力资源开发战略的实施很普遍，但人们担心它们未能支持支持个人学习和改善组织成果所需的学习和技能获取。在确定 HRD 是一个系统层面的问题后，本文应用 Meadows (2008) 的系统陷阱来表明，采用这个镜头可以解释为什么广泛的 HRD 干预未能提供预期的系统结果。分析定性数据以考虑为什么 HRD 干预无法提高澳大利亚公共部门的能力发展。研究结果表明，在 HRD 干预中存在四个系统陷阱，这有助于解释 HRD 干预在支持所需学习或提高组织绩效方面的持续失败：（1）将负担转移给干预者；（2）追求错误的目标；（3）政策阻力；(4) 性能下降。我们认为，这些陷阱的存在表明 HRD 子系统需要重新概念化才能真正得到改进。为此，我们应用 Meadows (2008) 的建议来克服这些陷阱，确定 HRD 从业者充当系统干预者的潜在策略。我们的论文通过关注系统思维的特定方面来帮助解释 HRD 干预失败的原因，从而为知识做出贡献。（2）追求错误的目标；（3）政策阻力；(4) 性能下降。我们认为，这些陷阱的存在表明 HRD 子系统需要重新概念化才能真正得到改进。为此，我们应用 Meadows (2008) 的建议来克服这些陷阱，确定 HRD 从业者充当系统干预者的潜在策略。我们的论文通过关注系统思维的特定方面来帮助解释 HRD 干预失败的原因，从而为知识做出贡献。（2）追求错误的目标；（3）政策阻力；(4) 性能下降。我们认为，这些陷阱的存在表明 HRD 子系统需要重新概念化才能真正得到改进。为此，我们应用 Meadows (2008) 的建议来克服这些陷阱，确定 HRD 从业者充当系统干预者的潜在策略。我们的论文通过关注系统思维的特定方面来帮助解释 HRD 干预失败的原因，从而为知识做出贡献。确定 HRD 从业者充当系统干预者的潜在策略。我们的论文通过关注系统思维的特定方面来帮助解释 HRD 干预失败的原因，从而为知识做出贡献。确定 HRD 从业者充当系统干预者的潜在策略。我们的论文通过关注系统思维的特定方面来帮助解释 HRD 干预失败的原因，从而为知识做出贡献。