Field Of Human Resource Development Research Articles

A Call for Human Resource Development Scholars to Reinvigorate the Study of Cultural Syndromes and Individual Dimensions

During the 20th century, there was significant growth in the development and understanding of the nuances of identity, behavior, and personality. As globalization has increased, scholarly attention to cultural attunement and cross-cultural studies has also increased. However, despite significant research in the latter half of the 20th century in the areas of the culture syndromes of collectivism and individualism, and the related individual factors of allocentrism and idiocentrism, the development of this body of research has largely plateaued. Human resource development scholars have long touted the importance of their research to be of the nature to benefit practice directly. There is an opportunity to reinvigorate the study of the attributes of these constructs, specifically in the field of human resource development. The body of literature on these individual and cultural dimensions offers promise to enhance organizations’ ability to be strategic in their business development efforts.

Universal design for learning: an integrative literature review and integrated model for organizational training and development

ABSTRACT Learning disabilities are common among employees, and they have important training and development-related implications for human resource development. However, there is limited knowledge in the field of human resource development to guide theory and practice in this area. In contrast, the field of education has made significant theoretical and practical strides to address the needs of learners with learning disabilities. Universal design for learning (UDL) is one of the most prominent developments in this area. Recognizing the need for more work on the inclusion of employees with learning disabilities and acknowledging the significant developments on this topic in the field of education, in this study, we conducted an integrative literature review of UDL research in education (N = 41). Using our findings from research conducted in the field of education, we proposed a new integrative model of UDL for organisational training and development. Our model identifies human resource development professionals, leaders, and supervisors, co-workers, and employees with learning disabilities as key actors in the UDL. Our model also details the types of inputs, activities, and products needed by organisations to achieve desirable short, medium, and long-term outcomes.

Analysis of reject pinhole hardfacing process for stellite alloy metal motorcycle engine valves

If businesses wish to compete in the industrial world, they must produce quality and process results. No matter how big or little, some goods will always fail to generate or be rejected in a production process. In this case, companies in the automobile sector have noticed an increase in the number of pinholes that have been returned during the past three months. The company established a maximum reject rate of 0.9% each month based on the rejected data; from May to July, the average reject rate was 0.23%. Finding the factors causing the surge in pinhole rejects that occurred between May and July is the aim of this investigation. The analysis showed that the increase in pinhole rejects was caused by a variety of variables, including machine, process, and human factors. Further examination disclosed alterations to the device's configuration and software, along with the operator's persistent incapacity to comprehend the process. As operations become less efficient, repair components build up in the manufacturing line area. As a result, an improvement plan is needed, which is put into action by giving operator training and rearranging the machine and its software according to process requirements. Operators with a greater understanding of the process yield better results and higher productivity. As a result, operator confidence will rise along with performance. It was discovered that after developments in the field of human resource development, the number of rejections had dropped. Before the repair was finished, the average reject from May to July 2023 was 0.23%; following the repair, the average reject from August to October 2023 was 0.09%

LGBTQ+ Faculty Members' Perceptions of Diversity Policies and Practices in Higher Education

Problem The career development and professional growth of LGBTQ+ faculty members in higher education is an under researched topic in the field of human resource development (HRD); particularly as it relates to ways that exclusionary diversity policies and practices can hinder well-being and perpetuate marginalization of this group. While current diversity policies and practices in higher education acknowledge and address race and ethnicity, gender identity and sexuality have tended to receive far less attention. This issue is particularly problematic within the HRD career development paradigm. The reinforcement of cisheteronormativity leads to feelings of marginalization and exclusion among LGBTQ+ faculty members, highlighting systemic barriers that hinder their professional growth. Solution The purpose of this study was to explore six LGBTQ+ faculty members’ perceptions of diversity policies and practices at their respective institutions, investigating how the language and implementation of them contribute to a sense of marginalization and exclusion. The role of critical human resource development (CHRD) in challenging the social injustices emanating from exclusionary diversity policies and practices is discussed. Implications for positive career development outcomes from implementing and enforcing inclusive diversity policies and practices are highlighted. Stakeholders The stakeholders are higher education institutions (HEIs), human resource development (HRD) practitioners who may work with them, and diversity, equity, and inclusion (DEI) executives.

Past, Present, and Future of Learning Agility: A Bibliometric and Content Analysis

Given the unpredictability and complexity of the business environment -due to the Fourth Industrial Revolution and augmented by the COVID-19 pandemic-, employees are required to continually learn new skills and ways of working. Even though 20 years have passed since the coining of the learning agility (LA) construct, only one literature review has explored it qualitatively. Through a co-word bibliometric analysis, complemented by a content analysis, this paper aims to identify the intellectual structure of the LA. Results show that the scientific production by research areas, journals, and studies that have contributed most to the field. Career variety was found as a central and underdeveloped theme while Talent Management was identified as potential emergent one. The important themes for structuring the field on LA were mostly examined from an individual level, as a process or as an outcome. Future research within the Human Resource Development field is suggested.

Анализ современных методов профессиональной подготовки управленческих кадров

This article examines the issues of professional training and development of managerial personnel as an important object of management in modern organizations. The author substantiates the need to apply a systematic approach to the development of managerial competencies to improve management effectiveness. It is noted that professional training of managerial personnel is one of the objects of management, which aims to develop and train specialists in the field of management. The research area includes acquiring practical skills and specific knowledge necessary for the effective performance of managerial functions in organizations of various scales and business orientations. Existing problems and barriers in the field of managerial personnel training are analyzed, and ways to overcome them are proposed. Advanced practices of leading companies in in the field of human resource development and managerial potential are examined. To summarize, this research highlights the critical role of ongoing professional development for managerial staff within contemporary organizational contexts. By confronting current obstacles and embracing progressive training approaches, organizations can nurture a proficient and adaptable leadership cohort primed to propel sustainable expansion and competitive superiority.

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.

Human Resources in Health Care – Governance, Operation, Handling, and Oversight

Abstract In this article, the topic of human resource management (HRM) is examined as a technique to raise employee output, which, in turn, increases patient pleasure and contentment with the services that are delivered. Care that is not only risk-free but also timely, patient-centered, cost-effective, and delivered in an equitable manner should be the major priority of any health-care system. Training, motivation, and retention of employees should be prioritized as part of HRM, along with the introduction of novel strategies and the rigorous, data-driven planning of how those resources will be utilized. In the modern health-care system, many employees have not received adequate training or have not yet achieved the needed level of mastery in the competencies they are expected to possess. It has become increasingly clear that to deliver high-quality medical services, it is necessary to provide patients with care that is individualized to meet their specific requirements. To stay up with the rapid changes taking place in the health-care industry, the field of human resources development needs to modernize its procedures. In addition, the management of human resources requires keeping an eye on how the rules and regulations governing the health-care system impact staff members. To provide high-quality medical care, it is essential to perform a gap analysis, incorporate appropriate available skills to close the gap, diversify the work among the available team, and use quality improvement methodologies to create an interdisciplinary group for better patient-centered health care.

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>

Exploring Sport Employees’ Conceptualizations of Meaningful Work

Modern sport management scholars have paired the fields of positive organizational behavior and human resource development with sport management to enhance the productivity of sport organizations through their employees. One area of study receiving increased attention is meaningful work, an emerging employee well-being metric whose definition is debated. The purpose of this study was to explore the ways in which sport employees conceptualize meaningful work. Semistructured interviews were conducted with 32 sport employees. The following themes were identified: meaningful work is work that serves, meaning gained from sport organizations, and individual meaningful work experiences. Discussion offers valuable implications for practitioners of sport management, as well as the emerging scholarly field of human resource development in sport management, and the evolving discourse surrounding meaningful work.

ОСОБЕННОСТИ РАЗРАБОТКИ СТРАТЕГИИ РАЗВИТИЯ ЧЕЛОВЕЧЕСКИХ РЕСУРСОВ ОРГАНИЗАЦИИ

In today’s world, the success of any organisation is inextricably linked to effective human resource management. The development of HR management strategy is a key component for achieving high results and sustainable competitive advantage. Not only the professional development of employees, but also the overall success of the organisation as a whole depends on the quality of the developed strategy. This article is devoted to the study of the peculiarities of human resource development strategy development in the organisation. The purpose of the study is to identify the key aspects that need to be taken into account when planning and implementing a human capital management strategy. To achieve this goal, modern approaches to human resource management have been analysed. The article considers the theoretical views of modern authors on the development of strategy in the field of human resources development, outlines the contradictions and author’s proposals on the topic under study. The main features that should be taken into account in the development and implementation of human resources development strategy are revealed. The analysis of modern trends in personnel management will help to highlight the key rules and principles that contribute to the improvement of employee performance and organisational culture.

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.