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21 – 30 of over 3000
Article
Publication date: 28 September 2010

Sally Sambrook and Jim Stewart

This paper seeks to analyse and explore the results of a research project, which aimed to identify recent and current research on TLA within HRD programmes. From that base the…

1628

Abstract

Purpose

This paper seeks to analyse and explore the results of a research project, which aimed to identify recent and current research on TLA within HRD programmes. From that base the project also intended to identify areas for future research and a basis for establishing a Special Interest Group.

Design/methodology/approach

A comprehensive review of the literature was undertaken and an electronic questionnaire survey was conducted of academic members of the UFHRD, EHRHD and AHRD databases. This provided coverage of widespread international population.

Findings

Findings suggest that while research into HRD as a subject and academic discipline is very healthy, there is a dearth of research into the TLA of HRD educational programmes or at least research that is published. They also suggest that academics involved in delivering HRD programmes would welcome support in TLA through additional and new resources as well as ideas on innovative approaches and methods of TLA. TLA in HRD, though, is subject to some constraints, including the role of the professional body in the UK and parts of Europe, the status of HRD in relation to wider business management as a subject and HRM in particular and the size and diversity of student groups. Respondents to the survey, however, were confident that these problems can be addressed.

Practical implications

A key conclusion drawn is that innovative practice in the TLA of HRD is probably more widespread than is evident from the literature. In addition, the notion of “innovative” does not have a fixed meaning and is context specific. This means that TLA practice, which is considered normal or usual in one context could and probably would constitute an innovation in different contexts.

Originality/value

Provides the first overview of research into the TLA of HRD educational programmes.

Details

Journal of European Industrial Training, vol. 34 no. 8/9
Type: Research Article
ISSN: 0309-0590

Keywords

Article
Publication date: 19 October 2022

Jeff Gold, Patricia Jolliffe, Jim Stewart, Catherine Glaister and Sallyann Halliday

The purpose of this paper is to argue that human resource development (HRD) needs to embrace and include futures and foresight learning (FFL) as a new addition to its field of…

Abstract

Purpose

The purpose of this paper is to argue that human resource development (HRD) needs to embrace and include futures and foresight learning (FFL) as a new addition to its field of theorising and practice. The question to consider is: How can FFL become a new feature of HRD? A key part of the authors’ argument is that the inclusion of FFL will enable HRD to add to the success of any organisation and make a vital contribution to the management of people at work.

Design/methodology/approach

This paper firstly considers some of the debates surrounding the meaning of HRD. The authors suggest that instability of the time serves to disturb any comforts that have been created in HRD and that there is a need to consider how there might be different futures for what we still call HRD in research, practice and praxis. This paper then considers how FFL might become one possibility for expanding the existing boundaries of HRD. The authors characterise futures and foresight as a learning process, which provides new but complementary features to what is already considered as HRD. This paper will show how FFL can lead to organisation's success and the way this can be achieved.

Findings

There is a wide variety of meanings of the term HRD; however, HRD is still cast as a “weakened profession” which has to play a subservient role to others in the workplace. Over the last 15 years, the expansion of the meaning of HRD has been seen as evidence of its evolving and emerging nature and development based on a co-creation with other disciplines. This creates a space for FFL, defined as an ongoing learning process to find predictable, probable, possible and/or a variety of long-term futures. FFL embraces three key processes of scanning, futuring and reconfiguring, all of which contain a high potential for participants and others to learn as they proceed, providing outcomes at each stage. FFL has been shown to enhance organisation performance and success and HRD interventions can play a key part in implementation. This represents a significant opportunity for the HRD profession to move from weakness towards strength.

Research limitations/implications

For HRD researchers, while FFL is not yet on its radar, the authors would argue that the uncertainties of the future require that more attention be given to what might lie ahead. Indeed, HRD researchers need to ask the question: What is the future of HRD research? In addition, if the authors’ call for FFL to be included in the practice of HRD, such practice will itself provide new pathways for HRD research. Further research questions might include: To what extent is FFL practiced in organisations and what role do HRD practitioners play in delivery? How does FFL impact on organisation behaviour and outcomes? What new products and services emerge from FFL? What new skills are required to deliver FFL? Can FFL enhance the status of HRD practitioners in the work place and its role in decision-making? and How can the HRD profession develop as a hybrid profession with respect to machine learning (ML)/artificial intelligence (AI)?

Practical implications

FFL produces outcomes that have importance for strategy, HRD practitioner can learn to facilitate FFL by action learning and in leadership development programmes. FFL offers a significant opportunity to enhance the importance of HRD in organisations and beyond. FFL offers those involved in HRD a significant opportunity to transfer ideas into practice that have an impact on organisation sustainability. HRD can play a significant role in the design and delivery of ML and AI projects.

Originality/value

This paper concludes with a call for embracing FFL as a challenging but important addition to how we talk about learning at work. The authors argue that FFL offers a significant opportunity to enhance the importance of HRD in organisations and beyond. At its centre, FFL involves learning by people, groups, organisations and machines and this has to be of concern to HRD.

Details

European Journal of Training and Development, vol. 48 no. 1/2
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 1 December 2002

Clare Rigg and Kiran Trehan

Understanding of HRD in SMEs has frequently been based on impoverished research resulting from underdeveloped theory. This article argues for the potential offered to researching…

1497

Abstract

Understanding of HRD in SMEs has frequently been based on impoverished research resulting from underdeveloped theory. This article argues for the potential offered to researching, understanding and practising HRD in small organisations, of taking a discourse perspective on organisation, learning and development. Through a comparative interpretation, from a traditional and a discourse perspective on HRD, of research material collected ethnographically in three small companies, the article aims to contribute to an approach which can deepen understanding of HRD in SMEs by combining three strands that have not generally been integrated: ideas from recent debates on what HRD comprises, perspectives on learning, and a discourse perspective on organisation. The implications for research indicate a need for methods that enable the study of HRD in action – the micro‐processes of development.

Details

Education + Training, vol. 44 no. 8/9
Type: Research Article
ISSN: 0040-0912

Keywords

Article
Publication date: 1 October 2004

Sally Sambrook

Human resource development (HRD) is a concept associated with human resource management, and, by this association, one component of the broader concept of management. Much work…

6782

Abstract

Human resource development (HRD) is a concept associated with human resource management, and, by this association, one component of the broader concept of management. Much work has examined management practices from a critical stance and this article provides a brief review. However, HRD is a more recent concept, still emerging and finding space in both academic and practitioner spheres. This article begins a critical examination of HRD by applying some of the strands of critical thinking to HRD practices and discourses. It also critically examines the attempt to conceptualise HRD as a social and discursive construction to connect ways of thinking, talking about and practising HRD to help academics and practitioners reflect critically on their occupational activities. By examining discourses associated with “being critical” as well as the emerging and eclectic discourses of “HRD”, this article contributes to a deeper understanding by evaluating whether this is indeed a critical time for HRD.

Details

Journal of European Industrial Training, vol. 28 no. 8/9
Type: Research Article
ISSN: 0309-0590

Keywords

Article
Publication date: 9 December 2020

Amin Alizadeh, Khalil M. Dirani and Shaoping Qiu

The purpose of this paper is twofold: first, to point out the importance of having an ethics-related course for human resource development (HRD) graduate programs; and second, to…

2605

Abstract

Purpose

The purpose of this paper is twofold: first, to point out the importance of having an ethics-related course for human resource development (HRD) graduate programs; and second, to highlight HRD potential to minimize ethical misconducts through an ethical filter in organizations.

Design/methodology/approach

This paper is conceptual in nature. The authors used their own experiences in HRD programs, looked at HRD graduate programs’ curricula in different universities and reviewed literature on ethics and HRD to develop a conceptual model. The model is to guide future studies and identify the role of HRD practices to create an ethical climate in organizations.

Findings

In this paper, the authors illustrate the connection between HRD practices and ethical climate in organizations by providing a conceptual framework. In the concluding paragraphs, the authors provide a discussion, implications and recommendations for future studies.

Originality/value

The authors highlight the limited research conducted on how ethics and ethical dilemmas need to be represented in HRD practitioners’ activities and practices. Many graduate-level HRD students do not receive enough training on ethics, whereas it is their responsibility to help improve organizational ethical climate and educate and prepare human resources to minimize ethical misconducts and wrongdoings. The paper provides a framework for HRD practitioners to create a strong ethical climate in their organizations.

Details

European Journal of Training and Development, vol. 45 no. 8/9
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 8 January 2019

Frank Nana Kweku Otoo, Evelyn Akosua Otoo, Godfred Kwame Abledu and Akash Bhardwaj

The purpose of this paper is to examine the mediating role of employee performance in the association between human resource development (HRD) practices and organizational…

3064

Abstract

Purpose

The purpose of this paper is to examine the mediating role of employee performance in the association between human resource development (HRD) practices and organizational performance.

Design/methodology/approach

An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 700 employees of the selected pharmaceutical industries. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis.

Findings

The results indicate that some HRD practices influence organizational performance through their impact on employee performance. The study further revealed that employee performance mediates the association between HRD practices and organizational performance.

Research limitations/implications

The research was undertaken in the pharmaceutical industry and the analysis is based on cross-sectional data, which cannot be generalized across a broader range of sectors.

Practical implications

The findings of the study have the potential to help policy makers, stakeholders and management of pharmaceutical industries in adopting properly and well-articulated HRD practices to enhance the quality of human capital and create sustainable competitive advantage.

Originality/value

This study extends the literature by adducing evidence empirically that employee performance mediated the association between HRD practices and organizational performance of the pharmaceutical industry in Ghana.

Details

European Journal of Training and Development, vol. 43 no. 1/2
Type: Research Article
ISSN: 2046-9012

Keywords

Open Access
Article
Publication date: 7 March 2019

Hong Thi Thuy Nguyen

The purpose of this paper is to investigate the roles of human resource development (HRD) in open universities. The study also intends to assess the current situation of HRD at…

5926

Abstract

Purpose

The purpose of this paper is to investigate the roles of human resource development (HRD) in open universities. The study also intends to assess the current situation of HRD at Hanoi Open University (HOU) with an end view of proposing some suggested recommendations to enhance HRD to improve the training quality and effectiveness at HOU.

Design/methodology/approach

The study’s first two parts refer to HRD’s role in open universities. The third one summarizes the existing research literature on HRD used as theoretical base for the author to evaluate the current HRD at HOU in the fourth part. The fifth part involves the methodology to gather the data on HRD practices at HOU while the next two important parts deal with the study’s findings and recommendations for better HRD at HOU. The final part summaries the study’s main points. Referring methodology, the survey data were analyzed through frequency, percentage and weighted mean as statistical tools.

Findings

The study’s findings show that HRD practices at HOU are not as effective as expected in terms of human resource quality, human resource structure and human resource management. There is a shortage of full-time well-qualified employees, inadequate and imbalance working positions, and un-synchronous, fragmented personnel management.

Originality/value

The study’s values are not only useful for building policies on HRD but also for developing strategies to train and foster capable and adequate staff in open universities’ academic environment and in HOU as well.

Details

Asian Association of Open Universities Journal, vol. 13 no. 2
Type: Research Article
ISSN: 2414-6994

Keywords

Article
Publication date: 1 January 2009

Sally Sambrook

The purpose of this paper is to provide clarification of critical human resource development (CHRD), an emerging concept that is complex, ambiguous and lacks clarity.

5590

Abstract

Purpose

The purpose of this paper is to provide clarification of critical human resource development (CHRD), an emerging concept that is complex, ambiguous and lacks clarity.

Design/methodology/approach

To address this problem, the technique of concept analysis is employed to help clarify the understanding of CHRD. Concept analysis presents theoretical definitions and defining characteristics of CHRD, drawing upon an extensive review of research literature. Benefits and limitations of the technique are also explored.

Findings

The concept analysis identifies antecedents, attributes and consequences of critical HRD. These include: personal and organizational factors; challenging contemporary practices, exposing assumptions, and emancipation; and more democratic work production, improved (working/learning) relationships; and improved creativity and productivity.

Research implications/limitations

This paper presents an initial concept analysis of the emerging concept of critical HRD. This is not without difficulty given the complexity and ambiguity associated with the concept. It has been beyond the scope of this paper to present model and contrary cases of CHRD. Providing clearer operational definitions can assist researchers to investigate and evaluate critical approaches to HRD.

Practical implications

Defining characteristics of CHRD can help provide clearer operational definitions to assist practitioners enact and evaluate critical approaches to HRD.

Originality/value

The paper provides the first ever concept analysis of critical human resource development. The use of this method itself makes a new contribution to the study of HRD. This concept analysis provides other researchers, teachers and practitioners insight into what CHRD might be, through the identification of its attributes, what antecedents and actions it requires, and the possible positive consequences it might realise, thus contributing to new knowledge.

Details

Personnel Review, vol. 38 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 24 April 2020

Soebin Jang and Alexandre Ardichvili

This study aims to examine the role of human resource development (HRD) in corporate social responsibility (CSR) and sustainability initiatives of multinational companies (MNCs).

2686

Abstract

Purpose

This study aims to examine the role of human resource development (HRD) in corporate social responsibility (CSR) and sustainability initiatives of multinational companies (MNCs).

Design/methodology/approach

The authors analyze contents of corporate responsibility (CR) reports disclosed by 23 MNCs from Europe, Asia and North America to examine HRD’s contribution to CSR and sustainability, with particular attention to long-term human development and organization development.

Findings

The analysis of CR reports indicates that HRD is perceived as playing a role in the following areas: diversity, equity and inclusion; community engagement; work–life balance; employee long-term growth and development; performance management; business ethics and ethical culture; and raising CSR awareness. In all areas, HRD was identified as playing a significant role in supporting companies’ CSR agendas.

Originality/value

This study extends research on the intersection of HR, CSR and sustainability and provides evidence of HRD’s important contributions to CSR and sustainability.

Details

European Journal of Training and Development, vol. 44 no. 6/7
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 7 April 2015

Ashutosh Muduli

This paper aims to study the relationship between high-performance work system (HPWS) and organizational performance and to examine the role of human resource development (HRD

4208

Abstract

Purpose

This paper aims to study the relationship between high-performance work system (HPWS) and organizational performance and to examine the role of human resource development (HRD) Climate in mediating the relationship between HPWS and the organizational performance in the context of the power sector of India.

Design/methodology/approach

The empirical research paper has been conceptualized on the basis of extensive literature survey and examined through a case-based approach. Data and information collected to examine strength of the proposed hypothesis in the context of a power-based company in India.

Findings

Agreeing with most of the research, HPWS is found to be positively related with organizational performance. The result does not agree with the HPWS research conducted in Asian countries. Taking clues from “Black Box” approach, the role of HRD Climate as a mediating factor has been studied. The result proved that HPWS influences organizational performance through a supportive development environment (HRD climate) based on openness, confrontation, trust, authenticity, proaction, autonomy, collaboration and experimentation (OCTAPAC).

Research limitations/implications

Designing and implementing HPWS requires the organization to nurture and develop a suitable HRD climate through development of organizational culture based on OCTAPAC.

Practical implications

Implications for HRD–HPWS practices such as group-based pay, decentralized participative decisions, self-managed work teams, social and family events, and appraisal based on team goals along with OCTAPAC culture can significantly contribute to the transfer climate by influencing both peer and supervisor. It can significantly contribute to training motivation by influencing both career and job attitudes, and organizational commitment of trainees.

Originality/value

The research is unique in its attempt to understand the role HRD climate as intermediating variables to enhance the effectiveness of HPWS. This may add a lot of value in encouraging organizations to establish HRD Climate.

Details

European Journal of Training and Development, vol. 39 no. 3
Type: Research Article
ISSN: 2046-9012

Keywords

21 – 30 of over 3000