Comparative HRD Research Articles

Human resource development and innovation in China

Purpose – The paper aims to examine the relationship between human resource development (HRD) and organizational and national competitiveness and identify research opportunities for Chinese human resource management (HRM) scholars. Design/methodology/approach – Literature and document review. Findings – HRD and innovation is not only critical for economic development, but also for political, technological, socio-cultural and environmental developments. The state and organizations, particularly multinational corporations, play an important role in developing human resources and their capability in innovation. Through a brief review of recent HRD national policies and MNC organizational practices, the paper presents a number of research topical areas, including HRD national system and policy formation and related mechanisms, national and organizational HRD program evaluations, comparative HRD research, and international agencies' involvement in national HRD system in relation to MNCs' efforts in developing ...

Toward a framework for comparative HRD research

Purpose – This paper seeks to address the recent challenges in the international human resource development (HRD) research and the related methodological strategy.Design/methodology/approach – This inquiry is based on a survey of literatures and integrates various comparative research strategies adopted in other major social science disciplines.Findings – Based on comparative strategies found in other disciplines, the authors propose a framework to advance comparative HRD research and theory development.Research limitations/implications – The proposed framework emphasizes methodological consistency in HRD research and improving the relevance and rigor in theory development. It also highlights the required qualities of comparative researchers.Originality/value – This is an initial effort in analyzing the emerging comparative HRD literature for an alternative framework to advance methodological research on HRD theory building.

Theorizing Comparative Human Resource Development

This article advocates a formal language approach for human resource development (HRD) theory building. To this end, it develops a theoretical framework for comparative HRD (CHRD) within the form of a formal language system. Through a review of existing HRD literature in comparative research, We generalize the research into three axioms of CHRD expressed to offer insight for future research in comparative realms with each axiom focusing on a particular comparative facet. Combining the axioms, we formally provide a definition of CHRD. We further derive implications for future HRD research and address related challenges in existing CHRD research.

Comparative Human Resource Development for Mekong-Ganga Sub-Region: A Case Based Appreciation on India’s HRD Collaboration

This paper appreciates India’s role as development partner for HRD in the Mekong sub-region. The paper examines bilateral HRD collaboration between India and the member countries of Mekong region with the case based analysis. The paper is presented in the four parts. Part -1 is introductory one; part-2, explains methodology; part-3, explains bilateral HRD collaboration cases- India- Cambodia; India-Lao; India-Myanmar; India-Thailand; and India-Vietnam. In the third unit explains the brief observation on the cases for further policy recommendation.

HRD Collaboration through Scientific and Cultural Diplomacy – A Review on India’s HRD Cooperation with Indonesia

This paper reviews the HRD Collaboration through Scientific and Cultural Diplomacy between India and Indonesia. As the case base review the paper attempts to highlight the on cross national and comparative HRD aspects in the context of the role of India in the development of Indonesia human resources. In addition, the paper explored on the HRD activities engaged in cross national context. The paper finally postulates that academic and scientific collaboration between India and Indonesia would work as the centre-stage of HR diplomacy.

ASEAN-India vs. ASEAN-China’s HRD Collaboration Though Projects Participation: The India-ASEAN Reveries

Human Resource Development (HRD) is a vehicle to achieve the goal targeted in the cross national collaboration. The HRD issues those emerged in the process of cross national collaboration falls under the newly emerged arrays of HRD debate i.e. International HRD or comparative HRD. International HRD obviously discusses human resource development collaboration and comparative HRD which are not new in the debate of international understanding and cooperation for shared prosperity, but, academically in the HRD discipline the discussion on the HRD collaboration next to rare. The paper draws a comparative picture of HRD collaboration between the two ties i.e. ASEAN-India and ASEAN-China. Through the comparison of project participation and through the analysis of strategic thrust in the plan of action the paper explains distinctions and attempts to draw overt scope of HRDC which is emerging from China-ASEAN and India-ASEAN cooperation. The paper pinpoints the policy implications in regards HRD collaboration for shared vision and prosperity through China-ASEAN-India’s engagement in the integration process.

Economics and Human Resource Development: A Rejoinder

This article focuses on the areas agreement between two recent and seemingly disparate Human Resource Development Review articles by Wang and Swanson (2008) and McLean, Lynham, Azevedo, Lawrence, and Nafukho (2008). The foundational roles of economics in human resource development theory and practice are highlighted as well as the need for comparative studies. A framework for conducting comparative human resource development policy studies is proposed.

Theorizing advances in international human resource development

In recent presentations at HRD conferences in Europe and Asia, various papers have identified ‘Globalization and HRD’ as a growing area of intellectual inquiry. Our paper contributes to these theoretical explorations by attempting to map out the terrain of IHRD theory and activity. Drawing on international HRM (IHRM), development economics and development sociology writings we propose that international HRD in the global arena can be categorized under three headings: ‘global HRD’, ‘comparative HRD’ and ‘national HRD’. We present a development model as a way of analysing HRD. It is argued that this model can be viewed as a heuristic device that may be used to break down the components of IHRD and, in doing so, contributes to IHRD theory formulation and a greater understanding of HRD organization policy and practice within an international context. Our theoretical discussion stresses the broader social development orientations of education and HRD.

Comparing national systems of human resource development: role and function of post-baccalaureate HRD courses of study in the UK and US

This paper compares human resource development in the UK and US by focusing on characteristics of master's level academic courses of study as important elements of each country's national system of HRD. Following a review of the history, structure, definitions, professional associations, credentialing and accreditation schemes, and national level recognitions and awards for outstanding HRD, the results of an empirical investigation of eighty-three leading academic institutions in both countries are presented. These include institutional profiles, enrolment trends and curriculum required for master's level degrees. The findings point to substantive differences in content and structure in both countries and suggest directions for further study and knowledge building in comparative human resource development.

The Concept of Culture in International and Comparative HRD Research: Methodological Problems and Possible Solutions

The Concept of Culture in International and Comparative HRD Research: Methodological Problems and Possible Solutions

The Concept of Culture in International and Comparative HRD Research: Methodological Problems and Possible Solutions

International and comparative research is one of the fastest growing areas of scholarly inquiry in HRD. All international HRD studies, regardless of specific topics of investigation, sooner or later refer to culture. Therefore, the treatment of culture in international HRD research is a matter of central importance. The goal of this article is to illuminate some of the central issues in international and comparative HRD research by helping HRD researchers to better understand the current approaches to culture and by discussing the methodological problems arising from the current use of the concept of culture. Several alternative approaches to culture in international research are analyzed and criticized. The authors close the article by outlining directions that might overcome the limitations of current approaches, help us to increase the utility of the international and comparative HRD research, and improve our ability to incorporate the cultural influences in our investigations.

HRD university education: an international research agenda

Based on the observation that the systematic study of university-based HRD education - especially in an international comparative approach - is an important but under-explored area of scholarship, this article reports on the results of a need-sensing process among a panel of twenty-one senior HRD administrators and scholars in the United States and Great Britain. The resulting research agenda identified knowledge gaps and research needs in three broad areas: subject matter of HRD education; institutional characteristics, arrangements, and linkages; and outcomes and effectiveness of HRD education. Several categories were identified in each of the three areas and examples described. The implications of this study for research and theory building in international and comparative HRD are discussed.