Human Resource Development Climate Research Articles

Implementing Human Resource Development as a Tool for Effective Organizational Change

Whether the result of a merger, or just the demands of a tough marketplace, significant organizational change is one of the most difficult strategies to implement. Employees and their organizations face ever-increasing rates of change in products and services, the knowledge and expertise required to deliver these products and services, structures, procedures, processes of work, and policies and regulations intended to ensure public safety and confidence. Continuing professional education (CPE) and human resource development (HRD) are fields of practice charged with fostering the necessary change to address these ongoing needs. Purpose - The aim of the study was to measure employees’ perception of human resource development (HRD) practices in their organization, and to examine the role of HRD practices on employees’ development climate. Design/methodology/approach - A total of 100 employees belonging to two organizations (texturising units from Dadra Nagar Haveli) responded to a questionnaire which measured the following variables: career planning and development, training and learning, organizational development, action oriented research, HRD climate, values, reward and recognition, and communication. Analysis was done and results were interpreted regarding the HRD practices of the two organization and the comparison between the two was done as how the employees of both the organization rate them on HRD practices and HRD climate of each organization.

The Need for a Focus on Key Elements of HRD Climate in Hospitals – An Empirical Study

The need for significant changes in behavior and attitude of health manpower and favorable Human Resource Development (HRD) climate is widely recognized in both developed as well as developing countries as one of the important considerations for the development of suitable manpower in the health sector in order to achieve the goal of health for all and pride for employees. The present paper is an attempt to have an easier look at the application of concept of HRD in the organizations, particularly in hospitals. Very little research work so far has been done in this regard. The present paper indicates the existing HRD climate in hospitals with special reference to Shari Kashmir Institute of Medical Science (SKIMS) Srinagar. Moreover, the present paper will identify the need and relevance of key elements of HRD climate in hospitals which includes general climate, OCTAPACE culture and promotion of HRD mechanisms.

Human resource development practices as determinant of HRD climate and quality orientation

PurposeThe aim of the study was to measure employees' perception of human resource development (HRD) practices, to explore whether ISO certification leads to any improvements in HRD system, and to examine the role of HRD practices on employees' development climate and quality orientation in the organization.Design/methodology/approachA total of 239 employees belonging to eight organizations (four of them ISO certified) responded to a questionnaire which measured the following variables: career system, work planning system, development system, self renewal system, and HRD system.FindingsResults indicated large inter‐organizational differences in HRD practices. In general, however, employees' ratings were moderate. ISO certified companies, compared to others, obtained higher means on some HRD variables. Organizations with better learning, training and development systems, reward and recognition, and information systems promoted human resource development climate. Quality orientation was predicted by career planning, performance guidance and development, role efficacy, and reward and recognition systems.Research limitations/implicationsComparison between ISO and non‐ISO certified companies did yield some significant differences, yet it was difficult to conclude that the differences were due to ISO certification alone as organizations in the sample were not matched.Practical implicationsThe findings can be used by HR practitioners and scholars in building management concerns and advocacy for better HRD systems and practices.Originality/valueVery little empirical knowledge is available on this subject from transitional economies like Malaysia. The study makes a modest attempt in that direction.

Benchmarking the HR practices of an engineering institute with public sector industry for performance enhancement

This study has been undertaken to compare the human resource development climate (HRDC) in an engineering institute with that of public sector industry in India, based on seven dimensions reflecting the nature of HRDC, and making suggestions to improve the HRDC in the institute. A sample size of 100 individuals each from the public sector and the institute was selected on a proportionate representative random sampling basis. Besides the mean and standard deviation, t-test test has been carried out to test the hypothesis, which investigates the difference applicable to HRDC. Based on the results, suggestions are made to enhance the HRD mechanisms of the engineering institute.

Human Resource Development Climate in Textiles Industries

HRD is vital to any organization, by which the management can make the workers to achieve the desired organizational goals. The main aim or need of the study to know HRD in Textile Industries. When an employee is made to develop his skill, the target will be achieved quickly. The study clearly portrays the human resource development in the company and where it needs to improve. The study has been made with the help of interview schedule including personal data with OCTAPAC (Openness, Confrontation, Trust, Autonomy, Proaction, Authenticity, Collaboration) culture, general climate HRD mechanisms. The recommendations have been given wherever the HRD needed improvement.Â