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Article
Publication date: 1 November 1996

Masayuki Kitaura

Describes the areas of human resource development that come under the administration of the Human Resources Development Bureau of the Ministry of Labour in Japan, and are…

Abstract

Describes the areas of human resource development that come under the administration of the Human Resources Development Bureau of the Ministry of Labour in Japan, and are administered through human resource development councils at the central and prefectural level. The recent rapid changes in industrial and demographic structures necessitated a systematic training for new skills and upgrading of the current ones for people who enter the labour market for the first time as well as those who are changing jobs. The Ministry’s role is to provide the integrated system of training opportunities, evaluation and certification, and the financial support to encourage participation of an increasing number of workers in vocational education, to improve their future prospects in employment. In particular, the establishment of the Business Career Development System is a reflection of a trend from generalist training of managers hitherto carried out in‐company to specialist development now offered outside the company.

Details

Journal of Management Development, vol. 15 no. 8
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 1 January 1993

Jamal Khan and Wayne Charles‐Saverall

Examines the relationships and problems that exist between thetheory and practice of human resource development in the public sector.Aims at enhancing the capability of…

Abstract

Examines the relationships and problems that exist between the theory and practice of human resource development in the public sector. Aims at enhancing the capability of human resource management systems to adapt and respond proactively to a constantly changing environment in the 1990s and beyond. Identifies and analyses the evolution and development of human resource management systems in the Barbados public sector with special reference to the role of the personnel agencies, systemic as well as sectoral problems, policy/political constraints and the relationships between management capability and national development.

Details

International Journal of Public Sector Management, vol. 6 no. 1
Type: Research Article
ISSN: 0951-3558

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Article
Publication date: 2 September 2019

Samir Ul Hassan, Motika Sinha Rymbai and Aasif Ali Bhat

The study aims to explore the extent to which human resources development quantifies the economic growth of BRICS countries under the globalization era by controlling…

Abstract

Purpose

The study aims to explore the extent to which human resources development quantifies the economic growth of BRICS countries under the globalization era by controlling country differences.

Design/methodology/approach

The study used the Generalized Method of Moments (GMM) and Scheffe pairwise comparison tests to quantify the impact of the variables and the level of difference among the BRICS countries onto human Resources development.

Findings

The study observes that the impact of human resources development on economic growth of BRICS counties is significant but limited to few countries. The study reveals that countries such as India and South Africa are unable to utilize their human resources efficiently to promote economic growth, as compared with Russia, China and Brazil. The study further argues that there is urgent need of amalgam of various economic development theories keeping in mind the regional needs to extract the positive impact from human resource on economic development.

Research limitations/implications

The single limitation of this research is that it was not possible to compare the results with other developing countries to unleash the capabilities of human resources development with regard to economic growth at the universal level.

Originality/value

To the best of the authors’ knowledge, this paper is the first of its kind to analyze human resources development at a much deeper level. The paper has chosen variables which are important from the policy perspective of government rather than the working perspective, which is a great contribution. Further, for human index the variables chose covering major aspects of human development from spending perspective.

Details

European Journal of Training and Development, vol. 43 no. 7/8
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 7 September 2010

Naveed Iqbal Chaudhry and Muhammad Azam Roomi

The purpose of this paper is to examine empirically the impact of human capital development in organizations. It is based on some conceptual aspects of human resource

Abstract

Purpose

The purpose of this paper is to examine empirically the impact of human capital development in organizations. It is based on some conceptual aspects of human resource accounting and considers how investments in the development of human capital can be measured in order to investigate the financial returns for organizations.

Design/methodology/approach

The study is exploratory in nature as this is the first of its kind in the Pakistani manufacturing sector. The technique of convenience sampling was used to collect the data due to time and resource limitations. The sample comprises of 30 leading companies in the Pakistani textile sector. A self‐administered postal questionnaire was designed for the research survey. The results focus on the benefits derived by using the capital investment appraisal techniques of human resource accounting including: return on investment, benefit to cost ratio, weighted average cost of capital, and bottom line evaluations.

Findings

The results provide evidence of an association between investment in the development of human capital and the benefits, which organizations can reap from such investments. It further finds that the organizations investing in training and development programs provide high employee productivity that ultimately contributes towards high‐organizational performance.

Research limitations/implications

Owing to the research design, the results may exhibit a lack of generalizability to other sectors. As the results cannot be applied to other organizations, further research can be done by using the same techniques.

Originality/value

This paper is a groundbreaking work in Pakistan and thereby an addition to the existing global literature on human resource accounting. This research provides new directions for the literature in this area, by encouraging a debate about the importance of investing in the development of human capital.

Details

Journal of Human Resource Costing & Accounting, vol. 14 no. 3
Type: Research Article
ISSN: 1401-338X

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Article
Publication date: 1 May 1983

Philip R. Harris

The emerging technological work culture calls for a massive re‐education of the existing workforce, especially for the new careers emerging as a result of the revolutions…

Abstract

The emerging technological work culture calls for a massive re‐education of the existing workforce, especially for the new careers emerging as a result of the revolutions in microelectronics, biotechnology and communication. In this monograph the author argues that for management it demands a new attitude toward employees as human capital. For the average worker, especially those displaced by the new technologies, it will require re‐education focused on skill development for new careers and service activities.

Details

Leadership & Organization Development Journal, vol. 4 no. 5
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 1 August 2002

Pawan Budhwar, Andy Crane, Annette Davies, Rick Delbridge, Tim Edwards, Mahmoud Ezzamel, Lloyd Harris, Emmanuel Ogbonna and Robyn Thomas

Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their…

Abstract

Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce – not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.

Details

Management Research News, vol. 25 no. 8/9/10
Type: Research Article
ISSN: 0140-9174

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Article
Publication date: 1 April 2003

Georgios I. Zekos

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination…

Abstract

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

Details

Managerial Law, vol. 45 no. 1/2
Type: Research Article
ISSN: 0309-0558

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Book part
Publication date: 18 November 2020

Mandy Mok Kim Man

Human resource is the asset for a nation’s development and growth. The skilful human resource will enhance the nation’s productivity and directly contribute to the economy…

Abstract

Human resource is the asset for a nation’s development and growth. The skilful human resource will enhance the nation’s productivity and directly contribute to the economy growth. At the country level, a nation’s human resource development (HRD) policy and human resource trainings schemes will catalyst for the growth of the workforce’s productivity, especially in the Industrial Revolution 4.0 which requires advanced technological knowledge and specialists in particular fields such as digitalisation, artificial intelligence and quantum computing. This chapter discusses the HRD in developed, developing and less-developed countries and raise awareness and attention of organisations as well as nations to develop and train up human resource for the future growth of the countries.

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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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Book part
Publication date: 23 July 2019

Claretha Hughes, Lionel Robert, Kristin Frady and Adam Arroyos

Abstract

Details

Managing Technology and Middle- and Low-skilled Employees
Type: Book
ISBN: 978-1-78973-077-7

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