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Book part
Publication date: 16 June 2015

Jennine Knight

The dynamic environment in which the academic library operates requires explicit links between business strategy and a new management priority including the development of…

Abstract

The dynamic environment in which the academic library operates requires explicit links between business strategy and a new management priority including the development of people; this is the focus of human resource development (HRD). It serves the needs of an organization by ensuring that employees’ expertise is state-of-the-art, something that is critical in a period of rapid technological development coinciding with ever-expanding societal needs. HRD can be relied upon to support and shape a wide range of academic library initiatives requiring a competent and engaged workforce by recognizing people as the organization’s most critical asset, one that drives competitive advantage and helps it out-perform the market. Emphasis is placed on developing an organizational context that will attract and develop talented individuals and leaders and keep them engaged. Furthermore, HRD activities must respond to job changes and integrate staff skills sets with the long-term plans and strategies of the organization thus ensuring the efficient and effective use of resources. This chapter explores HRD as a strategic concern of the organization and how it can best serve the organization in the long term. In so doing, it considers how HRD can help the academic library focus resources in those areas where there are strong likelihoods that they can produce substantial improvements in future capacity and performance. This kind of strategic planning helps the organization configure resources within a dynamic competitive environment, thus serving market needs and satisfying stakeholder expectations, helping meet its business purpose and maintain its strategic direction. The case study developed here highlights the need for the effective linkage of HRD and strategic planning for the advancement of the academic library. It suggests the need for developing and implementing both a strategic plan and an HRD plan and developing a culture of strategic human resource development (SHRD) in academic libraries.

Details

Advances in Library Administration and Organization
Type: Book
ISBN: 978-1-78441-910-3

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Article
Publication date: 1 September 2005

Amandine Weil and Jean Woodall

To explore and describe the roles, activities and strategies of French human resource development professionals.

Abstract

Purpose

To explore and describe the roles, activities and strategies of French human resource development professionals.

Design/methodology/approach

This paper is based primarily on exploratory and descriptive research. A range of secondary sources on European and French human resource development is critically reviewed to generate a number of research questions designed to identify the corporate perspective on human resource development by means of cases drawn from six organizations located in Eastern France.

Findings

These confirm the lack of a clear understanding of human resource development on the part of French companies; the wide range of activities that is considered to fall within human resource development; an emerging interest in management development, career development and skills forecasting, but a neglect of training evaluation; the similarity of human resource development practitioner roles to those elsewhere in Europe; growing evidence of the involvement of line managers in human resource development activity, and a strong commitment to the strategic significance of human resource development.

Research limitations/implications

The study was based on an opportunity sample of just six companies in Eastern France, and may therefore not be representative, but it does provide findings that expand upon and also qualify earlier research.

Practical implications

This study provides new knowledge and understanding of the context and practice of human resource development in France and makes a number of suggestions for further research.

Originality/value

This paper provides original research based on recent cases of corporate human resource development practice, and should be of interest to scholars of international human resource development.

Details

Journal of European Industrial Training, vol. 29 no. 7
Type: Research Article
ISSN: 0309-0590

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Article
Publication date: 1 October 2006

David McGuire and Maria Cseh

The study explored the views of leading human resource development (HRD) academics regarding five main issues: the disciplinary bases of HRD, the historical milestones in…

Abstract

Purpose

The study explored the views of leading human resource development (HRD) academics regarding five main issues: the disciplinary bases of HRD, the historical milestones in HRD, the constituent components of HRD, the leading contributions in terms of journal articles and books to the development of HRD and the future of HRD.

Design/methodology/approach

A Delphi methodology was adopted. The views of editorial board members of the four main HRD journals (Human Resource Development Quarterly, Human Resource Development International, Advances in Developing Human Resources, Human Resource Development Review) and of the Board of Directors of the Academy of Human Resource Development were sought.

Findings

Adult learning, systems theory and psychology were identified as the disciplinary bases of HRD. Works by Knowles, Nadler and McLagan were viewed as the leading contributions to the field. Adjusting to changes in work patterns and how work is organized was identified as a key trend influencing the field. Issues of professionalisation and balancing the needs of employees, organizations and society were identified as the key challenges facing the field.

Originality/value

Examines key trends and challenges facing HRD.

Details

Journal of European Industrial Training, vol. 30 no. 8
Type: Research Article
ISSN: 0309-0590

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Book part
Publication date: 10 June 2019

Cynthia L. Banton

This chapter examines emerging trends in the use of advancing technologies in human resource development (HRD). The use of technology in the workplace to increase…

Abstract

This chapter examines emerging trends in the use of advancing technologies in human resource development (HRD). The use of technology in the workplace to increase productivity and optimize business results is not a new concept; however, the use of technology to capture vital HRD data and create innovative organizational development strategies and programs is now the cornerstone of many HRD organizations. In dealing with the challenges of a global, multigenerational workforce, having to do more with less, and the constant demand to remain competitive, organizations seek innovative ways to integrate technology into its organizational development practices. The use of technology in human resource development has proven to save time, costs, and provide a more accurate assessment of the state of the workforce regarding skills, competencies, culture, and talent acquisition over previous methods. While advancing technologies in human resource development offer significant value and benefits, it also presents challenges and issues. For this reason, it is vital for organizations to gain a holistic understanding of the positive and negative implications that advancing technologies have on human resource development practices. This chapter explores four areas of focus in advancing technologies in HRD: (1) emerging trends; (2) value and benefits; (3) challenges and issues; and (4) opportunities for use.

Details

Advances in the Technology of Managing People: Contemporary Issues in Business
Type: Book
ISBN: 978-1-78973-074-6

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Article
Publication date: 26 October 2020

Emmanuel Osafo and Robert Mayfield Yawson

The purpose of this study is to present a conceptual framework to guide the design, development, implementation and evaluation of education and human resource development

Abstract

Purpose

The purpose of this study is to present a conceptual framework to guide the design, development, implementation and evaluation of education and human resource development (HRD) efforts in Ghana.

Design/methodology/approach

This paper draws on the concept of a tempered radical approach to provide a framework for a critical HRD (CHRD) and explore ways by which this view can contribute to developing HR who possess the requisite tools and character to function efficiently in the 21st century and beyond. This paper followed a multidisciplinary integrated literature review approach. This paper also reviewed relevant models and theories that align with the goals of this research to provide a broader view of the problems with HRD in Ghana and to help develop a framework that seeks to provide a sustainable guide for those involved in HRD activities in Ghana.

Findings

A positive outcome from the synergistic alignment between modern science and indigenous ecological knowledge moderated by the principles of CHRD will result in economic growth and development. HRD’s contribution to economic growth and development and its consequential benefit to the actors will depend on how best CHRD goals are accomplished.

Practical implications

The mediating role of the tempered radicalism will help modify the swiftness with which education and HRD programs are executed in Ghana.

Originality/value

This paper presented the tempered radicalism approach as the quintessential model for education and HRD initiatives in Ghana. The application of tempered radicalism in HRD literature is novel.

Details

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

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Article
Publication date: 18 February 2019

Boreum Ju

The purpose of this study was to explore the foundational theories in human resource development (HRD) by reviewing the literature from an HRD perspective. The following…

Abstract

Purpose

The purpose of this study was to explore the foundational theories in human resource development (HRD) by reviewing the literature from an HRD perspective. The following research questions guide the study: What are the core theories related to adult and professional education, organizational development and strategic HRD? What are the conceptual frameworks associated with adult and professional education, organizational development and strategic HRD? How have these theories and conceptual frameworks applied the research and practice of HRD?

Design/methodology/approach

This study reviewed the HRD definitions and core theories. The core theories and conceptual frameworks related to adult and professional education, organizational development and strategic human resource development were described. The application of these theories and conceptual frameworks to the research and practice of HRD was addressed.

Findings

The psychology theories that were explored were the adult learning theories, and that gestalt-psychology, behavioral psychology and cognitive psychology were illustrated. Systems theory was explored and explained in relation to organization development. Economic theory was explored and explained focusing on human capital theory; and it was demonstrated how economic theory is associated with strategic HRD.

Originality/value

The core-theory description and linking to adult and professional education, organizational development and strategic HRD may give understanding of the HRD foundations and ethical perspective that is essential for both scholars and professionals. The conceptual frameworks presented can be used to help facilitate discussions on developing or implementing HRD programs.

Details

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

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Article
Publication date: 1 January 1991

Thomas N. Garavan

This article reviews some of the literature on strategic humanresource development focusing in particular on the characteristics ofsuch activities, conditions necessary…

Abstract

This article reviews some of the literature on strategic human resource development focusing in particular on the characteristics of such activities, conditions necessary for the promotion of HRD and the possible benefits to an organisation pursuing such activities. Empirical evidence is presented on HRD policy formulation and planning processes in Irish High Technology companies. In conclusion a number of critical issues are considered which must be focused upon by organisations wishing to develop a strategic focus in their HRD activities.

Details

Journal of European Industrial Training, vol. 15 no. 1
Type: Research Article
ISSN: 0309-0590

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Article
Publication date: 26 September 2008

Thomas N. Garavan, John P. Wilson, Christine Cross, Ronan Carbery, Inga Sieben, Andries de Grip, Christer Strandberg, Claire Gubbins, Valerie Shanahan, Carole Hogan, Martin McCracken and Norma Heaton

Utilising data from 18 in‐depth case studies, this study seeks to explore training, development and human resource development (HRD) practices in European call centres. It…

Abstract

Purpose

Utilising data from 18 in‐depth case studies, this study seeks to explore training, development and human resource development (HRD) practices in European call centres. It aims to argue that the complexity and diversity of training, development and HRD practices is best understood by studying the multilayered contexts within which call centres operate. Call centres operate as open systems and training, development and HRD practices are influenced by environmental, strategic, organisational and temporal conditions.

Design/methodology/approach

The study utilised a range of research methods, including in‐depth interviews with multiple stakeholders, documentary analysis and observation. The study was conducted over a two‐year period.

Findings

The results indicate that normative models of HRD are not particularly valuable and that training, development and HRD in call centres is emergent and highly complex.

Originality/value

This study represents one of the first studies to investigate training and development and HRD practices and systems in European call centres.

Details

Journal of European Industrial Training, vol. 32 no. 8/9
Type: Research Article
ISSN: 0309-0590

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Article
Publication date: 5 June 2017

Adeel Ahmed, Mohd Anuar Arshad, Arshad Mahmood and Sohail Akhtar

The purpose of this paper is to obtain greater insights into the implications for human resource development (HRD) in times of economic development, with a focus on…

Abstract

Purpose

The purpose of this paper is to obtain greater insights into the implications for human resource development (HRD) in times of economic development, with a focus on China–Pakistan economic corridor (CPEC). In recent times of economic development, a number of economic corridors have emerged globally as tools of regional cooperation and development. In the context of Pakistan, there is a lack of appropriate attention to the field of HRD, which has suffered neglect through the decades (Abbasi and Burdey, 2008; Asrar-ul-Haq, 2015). With this conception, the present economic interventions merit a well-constructed and proper HRD policy for Pakistan. This study will provide HRD insights for policymakers, researchers, entrepreneurs and business executives.

Design/methodology/approach

The research approach of this study is purely based on literature review and on secondary data.

Findings

Based on the facts and literature reviews, this study concluded that One belt, One Road in general and CPEC in particular as an economic corridor can bring sustainable and long-lasting impact on the economy only if HRD is given proper attention.

Originality/value

To the best knowledge of the researchers, this is the first study that highlighted the HRD issue in CPEC.

Details

Journal of Chinese Economic and Foreign Trade Studies, vol. 10 no. 2
Type: Research Article
ISSN: 1754-4408

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Article
Publication date: 1 May 1988

Eric Frank

An attempt is made to illustrate the multi‐faceted and multifarious nature of human resource development worldwide, following a definition of it and a description of how…

Abstract

An attempt is made to illustrate the multi‐faceted and multifarious nature of human resource development worldwide, following a definition of it and a description of how it operates in a number of countries throughout the world, including the US, the EEC countries, India, Singapore, Japan, Australia and New Zealand. The roles and functions of HRD practitioners are examined, and the competences required listed. A short history of the International Federation of Training and Development Organisations is offered and a list of conferences described.

Details

Journal of European Industrial Training, vol. 12 no. 5
Type: Research Article
ISSN: 0309-0590

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