Field Of Human Resource Development Research Articles

The Landscape of Research Method Rigor in the Field of Human Resource Development: An Analysis of Empirical Research from 2016 to 2023

Using various types of research methods yields breadth and depth in knowledge creation. Replying to calls for more research employing diverse research methods, this study examines research method trends, rigor, and emerging research methods within the field of human resource development (HRD). We created a research method coding scheme to capture the rigor of empirical research among empirical articles published in three specifically selected HRD journals from 2016–2023. Out of 488 selected studies, quantitative ( n = 269) and qualitative ( n = 185) methodologies were dominantly used in empirical studies with only 7.0% being mixed methods research ( n = 34). The study findings provide implications and reflections on (1) the current status of published scholarly research; and (2) the research practices in the field. To move the field of HRD forward as a mature, effective, and evolving discipline, it is imperative to incorporate multiple approaches, including interdisciplinary investigation of emerging research methods, and development of clear guidelines for the rigor of research methods.

Utilization of theories in talent development: mapping the field of HRD

Purpose The process of talent development (TD) is one of the current trends in HRM and human resource development (HRD). Although scientific literature addressing the topic emphasizes that through development of talents, organizations can increase their productivity, performance and competitiveness, little is known so far concerning the development of this research field as a whole and particularly concerning theories prevailing in the area. While research into the field has been ongoing for two decades, the area has not yet been systematized based on key theories used as starting points for the research. The purpose of this paper is to focus on which theories in HRD are used in TD. Design/methodology/approach Concerning the topicality of TD, the present article provides a systematic review of literature summarizing current theories in TD based on the currently used typology of theories in HRD, adding the fourth pillar to the existing three, i.e. theories concerning adult learning and education, to increase the stability of the typology. Findings The paper argues that the area of TD prevalently uses sociological, psychological and ethical theories, which may be attributed to trends in HRD. The insufficient representation of theories of learning in TD, particularly in view of the fact that adult learning and development is the essence of TD, is an important finding. This finding is particularly important for science concerning adult learning and education. Originality/value The benefit of the presented analysis lies in a systematization of the individual theories and a comprehensive overview of the current theoretical framework of TD, as well as suggestions for future research making use of adult learning and education theories.

Developing Training Curriculum for Management Trainees Program at Company MTJ

Improving the competence and quality of management cadres is the main focus for many companies in various sectors. In an effort to prepare potential employees to take on future leadership roles, the development of a training curriculum is crucial. The purpose of this study is to explain the importance of designing an effective training curriculum for trainee management programs in MTJ companies. The study also aims and to explore the phenomena and challenges associated with the development of training curricula, focusing on the specific needs of companies and industries as well as the availability of adequate resources. This research uses qualitative methods with a case study approach Various studies have shown that a structured and relevant training curriculum can make a significant contribution in preparing employees to face the demands of the complex business world. However, in designing training curricula for trainee management programs, companies often face various obstacles, including adjustment to company needs, limited resources, and selection of appropriate learning methods. By understanding these challenges, strategic steps can be taken to address existing issues and design effective training curricula for trainee management programs. This research is expected to make an important contribution in the development of training curricula for trainee management programs in companies. With a better understanding of the challenges companies face in designing effective training curricula, strategic steps can be taken to overcome those obstacles. The results of this study can also provide insight to other companies in designing relevant and effective training programs. In addition, this research can be the basis for the development of advanced research in the field of human resource development and training management.

Significance of Artificial Intelligence in Recruitment Process

HR is the division of a business that is charged with finding, screening, recruitment, training job applicants. It typically finds, trains, hires and fires employees. Organization are increasingly recognizing the critical role of HRD in nurturing their most valuable asset- their people, it starts from the very sourcing, screening, recruiting, induction, performance management and their development. With the changing scenario, technological advancement has impacted HR process significantly. The innovation of artificial intelligence and machine learning are now significantly entered the field of human resource development. AI system can analyze vast amount of HR data to identify potential candidate and predict their chances of getting shortlisted foe a particular job. AI recruitment reduces by automating all the mundane tasks. Recruitment has become a hotbed for AI applications in HR. The platform has led to an improvement in candidate experience by making it easier for job seeker to apply for open position and communicate directly with the company. With the changing scenario and advancement in technology, AI has incorporated in every disciple. It helps I increasing the human efficiency of doing task for quick and better achievement of organizational objectives. HR department in itself is in a pivot position as it starts before any function comes into action. It plays key role in streamlining all the departments and processes that are working towards business operations. AI isn’t here to replace human recruitment but it’s here to make their lives infinitely easier. Though AI finds no comparison to the human brain, still it’s a game changer for improving the quality of work done.

Bridging the skills gap divide in manufacturing: perspectives from industry leaders

PurposeThe purpose of this study is to investigate manufacturing industry leaders’ perspectives on the prevailing skills gap in the current Illinois workforce. The insights gained hold significant importance for the emerging generation of workers, helping them discern the essential proficiencies and plan their educational and career paths in response.Design/methodology/approachGuided by Becker’s (1962) human capital theory (HCT) framework, a qualitative study was conducted to identify the skills gap and explore the perspectives of manufacturing industry leaders. Fourteen industry leaders participated in this study, representing various occupational industries.FindingsThe findings underscore the prominence of the skills gap as perceived by manufacturing industry leaders, with notable aspects including limited durable skills and difficulty transitioning from content-based knowledge to practical skills.Originality/valueThe findings of this study can offer insights to researchers, scholars and practitioners in the field of human resource development, as well as to leaders in the manufacturing industry who aim to address the skills gap. Furthermore, this research can inform policy decisions and assist higher education institutions in preparing students for careers in the industry.

Spiritual dimension of organizational collective engagement: Scale development and validation

<p>The purpose of this paper is to introduce a new dimension of organizational collective engagement (OCE), namely spiritual engagement. This dimension proposes spiritual engagement, which is considered to increase the bundle of engagement as a whole at the organizational level. We collected data from 107 employees who worked in various agencies in Indonesia. We tested the validity and reliability of the proposed indicators of OCE and spiritual engagement using exploratory and confirmatory factor analysis. This study enhances the literature in the field of human resource development, especially in OCE, with the Islamic dimension of spiritual engagement. The findings reveal that there are 10 valid and reliable indicators that can be used to measure the concept of OCE among employees in Indonesia. OCE with four dimensions (physical, emotional, cognitive, and spiritual) can be an effort to increase organizational effectiveness through the collective engagement of all employees. Since this research is limited to Indonesia, further studies are needed in institutions around the world so that the consistency of the results can be justified.<strong></strong></p>

ГОСУДАРСТВЕННАЯ ПОЛИТИКА В ОБЛАСТИ УПРАВЛЕНИЯ ЧЕЛОВЕЧЕСКИМИ РЕСУРСАМИ: СОВРЕМЕННОЕ СОСТОЯНИЕ, ПРОБЛЕМЫ, НАПРАВЛЕНИЯ РАЗВИТИЯ

The article analyzes problem areas in the field of human resource development in the Russian Federation. The result of the analyzed work is the conclusion that it is necessary to develop an integrated approach to the development of human resources, which would take into account an increase in the birth rate, a decrease in the mortality rate of the working-age population, and strengthening the health of the population, including through encouraging a healthy lifestyle and physical education and sports. , promoting family values, increasing social accessibility in the use of assisted reproductive technologies if necessary, improving the mechanisms for providing regional social support measures.

The Metaverse in the Workplace: Possibilities and Implications for Human Resource Development

This study reviews the potential applications of the metaverse to various areas of human resource development (HRD) and reflects on the applications’ significance for employee and organizational development. Adopting a narrative review approach to this study, we selected and reviewed 34 cases. From our review, we found several findings that contributes to the HRD field in several ways. First, it draws the attention of HRD researchers and practitioners to a critical emerging trend that has been overlooked in the field. Second, it offers an analytical view of the metaverse in comparison to other training or learning technologies, assessing its effectiveness in employee development. Third, this study enhances the perspectives of HRD researchers and practitioners regarding this new technology by providing practical and theoretical insights into how metaverse-based interventions can reshape organizational culture and improve employee performance in the workplace. Lastly, it addresses compelling theoretical and practical questions related to HRD issues arising from the metaverse.

PLS‐SEM: A method demonstration in the R statistical environment

AbstractIn line with calls to stimulate methodological diversity and support evidence‐based human resource development (HRD) through quantitative competencies, we present a methods demonstration leveraging open‐source tools and lesser‐known quantitative research methods to support the HRD research community and applied HRD in the workplace. In this paper, we provide an informative introduction to partial least squares structural equation modeling (PLS‐SEM). We discuss PLS‐SEM application trends in the field of HRD, present key characteristics of the method, and demonstrate up‐to‐date metrics and evaluation guidelines using an illustrative model. Our PLS‐SEM demonstration and explanations can serve as a valuable resource for practitioners concerned with substantiating results for organizational stakeholders and support researchers in methodological decision‐making while avoiding common pitfalls associated with less familiar methods. Our step‐by‐step demonstration is conducted in open‐source software and accompanied by explicitly coded operations so that readers can easily replicate the illustrative analyses presented.

Phân tích hiệu quả kinh tế chăn nuôi bò sữa của nông hộ huyện Đơn Dương, tỉnh Lâm Đồng

Based on the content of the previous two projects, the objective of this project is to collect quantitative data through a survey questionnaire and qualitative data through in-depth interviews. The author uses both methods simultaneously to collect data in both breadth and depth, to gain an overall understand of the topic. After collecting quantitative and qualitative data from 301 valid survey questionnaires, the author uses statistical software such as SPSS and AMOS to analyze the data. Both qualitative and quantitative analyses produced consistent results. Specifically, (1) Factors such as welfare policies, training activities, recruitment and selection, information sharing, job challenges, delegation of authority in the enterprise, and safe working environment have a positive impact on employee commitment to the organization; (2) Employee commitment has a positive impact on the quality of human resources; (3) The quality of human resources has a positive impact on the development of human resources. The findings of this topic provide us with an objective and overall view of the field of human resource development in organizations. From this, we can develop practical policies to apply in management practices to continuously improve the quality and performance of human resources.

Phát triển nguồn nhân lực ngành công nghiệp Thành phố Hồ Chí Minh trước bối cảnh Cách mạng Công nghiệp 4.0

Based on the content of the previous two projects, the objective of this project is to collect quantitative data through a survey questionnaire and qualitative data through in-depth interviews. The author uses both methods simultaneously to collect data in both breadth and depth, to gain an overall understand of the topic. After collecting quantitative and qualitative data from 301 valid survey questionnaires, the author uses statistical software such as SPSS and AMOS to analyze the data. Both qualitative and quantitative analyses produced consistent results. Specifically, (1) Factors such as welfare policies, training activities, recruitment and selection, information sharing, job challenges, delegation of authority in the enterprise, and safe working environment have a positive impact on employee commitment to the organization; (2) Employee commitment has a positive impact on the quality of human resources; (3) The quality of human resources has a positive impact on the development of human resources. The findings of this topic provide us with an objective and overall view of the field of human resource development in organizations. From this, we can develop practical policies to apply in management practices to continuously improve the quality and performance of human resources.

An introduction to equity leadership: meeting individual employee needs across organizations

PurposeAs human resource development (HRD) seeks to develop organizations and unleash human expertise (Swanson and Holton, 2009), leaders should be encouraged to consider every employee as a complex individual with unique needs and aspirations. The purpose of this paper is to introduce the concept of equity leadership (EL), which identifies individual employees’ personal and professional resource, relationship and opportunity needs in an effort to support employees in reaching their fullest potential in the workforce, therefore increasing positive organizational outcomes.Design/methodology/approachThe theoretical foundations of EL are social exchange theory (SET; Saks and Rotman, 2006) and the ERG theory of motivation (Alderfer, 1969). SET recognizes the give-and-take relationship between leaders and employees, while ERG theory of motivation considers an individual’s personal and professional existence, relatedness and growth needs. The theories provide a foundation for EL’s definition.FindingsEL posits that leaders’ attention to employees’ resource, relationship and opportunity needs in the workplace could result in a positive effect on the social exchange between leaders and employees. EL provides a framework for these exchanges to occur and for employee needs to be considered, thus resulting in increased employee engagement, productivity and retention.Research limitations/implicationsEL can take a significant amount of time, especially when starting with new employees; however, the relationships and positive organizational outcomes provide justification for engaging in the leadership style.Practical implicationsThis paper seeks to advance the field of HRD by defining EL, exploring the theoretical underpinnings of EL and providing actionable steps for leaders to put EL into action.Social implicationsThe nuanced theory of EL encourages organizations to evolve from the factory model of expectations to a model that considers the unique needs of individuals in organizations. Grounded partly in SET, EL promotes positive relationships between leaders and employees.Originality/valueThere are many leadership theories; however, EL, unlike any other leadership theory, uniquely considers the individual needs of each employee through consistent one-on-one conversations between the leader and individual employees to discover employee needs and also strives for positive organizational outcomes as a result of the social exchanges.

Optimizing expected policy outcomes through creative problem structuring: Police human resource development policy in the southeast Sulawesi regional police, Indonesia

This study aims to investigate the problem structuring process using creative methods to create well-structured problems, and how it can optimize the expected policy outcomes of human resource development in regional police. This study uses a qualitative research method by integrating qualitative data from semi-structured interviews and administrative data. Five informants were purposively selected, four of whom were authorized officials in the field of human resource development at regional police institutions, and the other was a prominent civic organization activist. The interview data were analysed using qualitative interactive models, while directed content analysis was applied to administrative data. The results of the study show that the problem structuring process in human resource development policies for regional police is limited to identifying the main elements of problem definition through the partial use of brainstorming methods and classification analysis. Such a problem structuring process cannot create well-structured problems that optimize expected policy outcomes of human resource development. However, the use of creative problem-solving methods in a comprehensive manner can optimize the expected policy outcomes from the development of more critical and collaborative human resource development in the regional police force.

An Anti-racism Curriculum for Inclusive Teaching and Learning

Problem The field of human resource development (HRD) is recognized for its contributions to the body of literature on learning and performance. However, the lack of literature on problems emanating from the social systems (e. g. racism, sexism, ageism, sexual orientation, disability, to name a few) that create a barrier for optimal learning and performance is troubling. In this article, racism is called out as an enduring and pervasive social injustice that has become normalized and encompasses the whole of society as well as those spaces that are frequently occupied each day. Nonetheless the ideology of racism is egregious and continues to threaten individual well-being, dignity, and simply put, rights as a human being. As a program within numerous departments of higher education, the lack of literature that addresses racism and subsequently provide resources for educators is problematic. While it is understood that HRD is an interdisciplinary field that draws from multiple bodies of literature, the lack of contributions from HRD researchers, scholars, and practitioners on a topic that counteracts learning and performance is a problem. Solution HRD is uniquely positioned as a field of practice with an affiliate in higher education. HRD researchers and scholars are often instructors in HRD educational programs. This unique position can hugely impact what is learned and therefore what is practiced in the workplace. We propose a framework for an anti-racism curriculum in HRD educational programs that teaches students, the future workforce, how to recognize and disrupt racism and contribute to building workplaces that are equitable, fair, and psychologically safe. We use critical theory as a conceptual framework for an anti-racism curriculum that teaches students about the continued and pervasive system of racism.

ANALISIS PERAN PERSON JOB-FIT TERHADAP HUMAN RESOURCES DEVELOPMENT PRACTICES DALAM MENINGKATKAN EMPLOYEE JOB PERFORMANCE

This study aims to analyze the moderating role of person-job fit in HRD Practices and employee work performance. We used a qualitative method with in-depth interviews with ten managers from 4 coal mining service companies in Indonesia. Respondents have more than five years of work experience in the field of Human Resource Development and Training. The findings show that HRDP improves employee performance. The moderating role of personal-job fit will strengthen HRDP in improving employee performance.

Resistance from the margin: An autoethnographic account of academic ableism

AbstractAbleism—which refers to a socially‐sanctioned preference for normative bodies and minds, and which presumes one's abilities—is prevalent in any social system, including academia. However, despite an evolving disciplinary identity that seeks to improve work systems by addressing critical social issues, human resource development (HRD) as a field has done little to understand or advocate for the experiences of academics with disabilities. To challenge directly prevailing ableist assumptions and practices in academia, the present autoethnographic study was undertaken to reflect upon and detail my own experience of becoming an academic with a disability, specifically in the field of HRD. The story presented in this article presents evidence of unique challenges and opportunities facing an academic with a disability and seeks to stimulate meaningful dialogue around how to create a welcoming and inclusive academic culture for all. This article also advances autoethnography as a viable research methodology that allows for the authentic voices of members from marginalized communities and mobilizes change.

The impact of implementation intentions on the transfer of training from a management development program

ABSTRACT The aim of this study is to further develop our understanding of transfer of training by introducing an additional post training transfer intervention of implementation intentions. This enhances the substantial developments made by goal setting theory but concentrates on goal achievement rather than simply goal setting. Whilst goal intentions specify what a person wants to achieve, implementation intention specifies the behaviour to be performed and the situational context it is to be performed in. This is a qualitative study based on a management development program being delivered in one UK Higher Education Institute. Data was collected from reflective learning journals and semi structured interviews with 15 participants. Findings indicate that the use of an implementation intention statement encouraged transfer in 67% of the participants. This is a higher figure than any other study not using implementation intentions, has previously recorded. This study therefore advances scholarship in the field of Human Resource Development (HRD) and especially transfer of training. It also provides practical utility for organisations looking to gain a return from their investment in HRD.

Sistematis Literatur Review (SLR) : Peningkatan Kapasitas dan Pengelola Sumber Daya dalam Usaha Mikro, Kecil dan Menengah pada Badan Usaha Milik Desa

The purpose of this study is to analyze capacity building and resource management in micro, small and medium enterprises, village-owned enterprises, namely in the field of human resource development and training in several villages by providing ongoing assistance and collaborating with various parties. The study used a systematic literature review approach through several stages, namely identifying research questions, establishing a data base for research results, selecting relevant research results and indexing data extraction, synthesizing results using narrative methods and presenting data. Methodology This research was conducted with a search engine (Google Chrome) using the address https://scholar.google.com/ chosen according to the address of the largest open database website that can be accessed by many parties who search with the search term "UMKM BUMDES. PDFs”. From the results of a literature review search found 31 articles with topics related to MSMEs using BUMDes then the results of the analysis show that creative industry synergy is needed, this synergy requires a support system, namely the state, universities, the media and the business world. state support is very important in this case then the university can help with concept development and further assistance the mass media is a means of publication and village products then the community can become successful and the company can become a productive partner in the village. Then it is then managed by several regions in Indonesia starting from planning to controlling BUMDes so that it continues to run well then it is regulated in regulations and based on the approved articles of association. As for how to start a business such as services and trade as well as BUMDes management can be done digitally so that management can function optimally.

EVALUATING THE IMPACT OF WORKING FROM HOME ON EMPLOYEE PRODUCTIVITY

The outbreak of COVID-19 pandemic caught the world unawares. Many organisations closed the operations and employees had to work from home and as such were not ready for this sudden change of the working environment. The purpose of the study was to establish whether there was any significant relationship between factors impacting on working from home and employee productivity. This was a quantitative study wherein a questionnaire was administered to the respondents. The population was N=60 employees, due to a small population, the entire population (n=60) was utilised. All questionnaires administered to the entire population were returned and the return rate was 100%. The study produced the following results (r=.24, n=60, p-value-.00)); (r=.23, n=60, p-value=.00); (r=.22, n=60, p=.00) and (r=.32, n=60, p=.00), respectively. The results indicated a statistically significant relationship between independent variables (dedicated workspace, tools of trade, self-discipline, work-life-balance) and a dependent variable (employee productivity). The Model summary R-Squared (R2 ) produced 68% and the Durbin-Watson statistic 1.92. The results contributed to the body of knowledge within the human resource development field.

Promoting the Value of Discursive Psychology for the Field of Human Resource Development: A Pedagogical Guide for Qualitative Researchers

To date, the study of how health and wellbeing are actualized in organizations and how an organization’s interactional practices shape an environment that is potentially harmful to health is understudied. Much of the research around this topic has centered on personality and individual differences, as well as health and safety or ergonomics. Little understanding exists of how interactional practices might serve to prioritize health and wellbeing. In this paper, we introduce discursive psychology (DP) – a qualitative approach to studying talk and text that focuses on examining what is accomplished through people’s interactional practices. We provide an overview of DP and discuss its underlying assumptions, analytic process, and quality measures. To illustrate the application of DP to HRD, we include data extracts that highlight the impact of question design. To conclude, we point to how DP might afford HRD scholars opportunities to generate new theoretical understandings about organizational practices.