Human Resource Development Practices Research Articles

Human Resource Development Practices and Turnover Intentions among Basic School Teachers: The Mediating Role of Career Commitment

Purpose: The study sought to examine the influence of perceived support for participation in human resource development (HRD) practices on teacher turnover intentions in the Tolon District of the Northern Region of Ghana. Methodology: Using a cross-sectional survey design, questionnaires were used to collect data from 120 teachers from the Tolon Senior High School.  Data were analyzed using PROCESS macro ver. 4.2. Findings: Results from regression analysis showed that perceived support for participation in HRD practices had a negative relationship with teacher turnover intentions. It was further found that teacher career commitment mediates the negative relationship between perceived support for participation in HRD practices and turnover intentions. Unique contribution to theory, policy and practice: The study contributes to the existing body of knowledge on the application of social exchange theory (SET) in understanding workplace dynamic and highlights the importance of fostering a supportive work environment that encourages employee participation in HRD activities, such as training programs, mentorship initiatives, and career development opportunities

Applying generative AI ethically in HRD practice

ABSTRACT The purpose of this paper is to provide a framework for overseeing that applications of artificial intelligence are ethically implemented and applied. With the expanding use of Generative AI (GAI) such as ChatGPT, Bard, DALL-E, and DeepMind, and the growing adoption of these technologies in Human Resource Development (HRD), there is a pressing need to address the ethical implications of these technologies. The challenges associated with AI and GAI include bias, fairness, transparency, safety and control, displacement and job loss, privacy intrusion, humanity, and agency. These concerns have significant implications for HRD practices and the broader organisational ecosystem. However, there is a lack of comprehensive frameworks and guidelines to address the related ethical challenges these technologies present, ensuring the responsible and humane use of AI and GAI in HRD. There is a need to push the boundaries of thinking about the impact of AI in HRD and develop a comprehensive framework for guiding the ethical applications of AI and GAI in HRD practices, promoting fairness, transparency, and privacy. This paper provides a comprehensive framework of practices for addressing these challenges.

Developmental human resource and exploitative leadership interact to influence Employees' creative idea championing and application

AbstractBased on the human resource development (HRD) literature, this study considers HR system and leadership together, focusing on how to promote employees to champion and apply creative ideas. Based on multi‐wave and multilevel field survey data of 252 Chinese employees nested in 42 groups, Study 1 found that developmental HR and exploitative leadership interact to influence creative idea championing and application via reciprocated obligation. The positive effects of developmental HR on creative idea championing and application were stronger and significant when exploitative leadership was lower (vs. higher), and reciprocated obligation mediated these effects. Study 2 replicated these findings with a scenario experimental design utilizing a sample of 186 MBA students from different companies. Our findings remind supervisors that they should not use exploitative leadership as it will reduce the positive effects of developmental HR, providing unique insights into HRD theory and practice.

Sustainable Human Resources Development in Listed Agro-Industrial Companies: A Pandemic Phenomenon

Pandemic COVID-19 had massive impact on global economics including agro-industrial companies listed in Indonesia Stock Exchange. Those companies faced financial distress. Trying to maintain their profit generating or loss in financial performance. However, the demand from stakeholders to implement sustainability still existed regarding investment on human resources. This study aimed to analyse the sustainable human resources development practices in listed agro-industrial companies by identifying and mapping the vision and mission, the implementation of human resource development, and financial commitments issued by Indonesian agro-industrial companies in developing human resources specifically for a pandemic phenomenon. This study used qualitative method by employing exploration approach and document analysis on sustainability report. The result showed that the Indonesian agro-industrial companies still showed the commitment on sustainable human resources development which reflected on their sustainable vision and mission. Those companies still showed the sustainable human resource development in 2020 by conducting training and certification as an investment for prospective opportunity in global competitive business. The financial commitment reflected in cost allocation for those needs. COVID-19 had impact for financial performance indeed. However, financial instability had not been an obstacle for those companies to develop their human resources. COVID-19 needed digital technology adaptation and employee needed to be trained and certified. Future

The effect of human resource development practice on employee performance with the mediating role of job satisfaction among Mizan Tepi University's academic staff in Southwestern Ethiopia

PurposeThis study examined the effect of human resource development practices on employee performance, with job satisfaction as a mediating variable among academic staff at Mizan Tepi University. MethodsA standardized Likert-scale questionnaire was administered to academic staff members selected through stratified random sampling from eight colleges at Mizan Tepi University. Descriptive and inferential statistics, including a structural equation model and t-tests, were used for data analysis. ResultsThe study found a significant positive correlation between human resource development practices and employee performance. Job satisfaction was identified as a mediator between HRM practices and employee performance. Specific dimensions of human resource development practices, such as training and development, academic career development, teamwork spirit, and counseling, had significant effects on employee performance, with both positive and negative impacts observed. Additionally, academic career development, succession planning, and counseling were found to have a statistically significant positive effect on the academic staff at Mizan Tepi University. ConclusionsThis study found that training and development, academic career development, teamwork, counseling, and job satisfaction significantly impact employee performance. The results of the regression analysis using the SEM model revealed that job satisfaction, training and development, and teamwork positively affect academic staff performance while negatively affecting academic career development and counseling. Academic career development, teamwork, counseling, and succession planning were found to have a positive effect on job satisfaction. The mediation analysis indicated that academic career development and counseling partially mediate employee performance, while succession planning fully mediates it. Therefore, focusing on training and development, performance appraisal, rewards, teamwork, academic career development, succession planning, and counseling is essential to enhancing job satisfaction among academic staff at Mizan Tepi University.

A Review of Literature on HRD Practices and Job Satisfaction

In today’s competitive business landscape, employee satisfaction is no longer a luxury, but a necessity. Studies reveal a strong correlation between happy employees and a thriving organization. This articles delves into the intricate relationship between a Human Resource Development practices and Job Satisfaction. HR practices encompass the comprehensive strategies and initiatives undertaken by a company to manage, develop and engage its workforce. The purpose of the study to examine the valuable insights on crafting a work environment that not only attracts top talent but also fosters engagement, motivation and ultimately organizational success. Key Words: Job Satisfaction, HRD Practices, Human Resource Management

Self-leadership: a value-added strategy for human resource development

PurposeIn a rapidly shifting market, organizations seek more diverse and innovative employee development interventions. Yet, these initiatives may have limited impact without employees’ engagement. This conceptual paper aims to propose self-leadership as a value-added strategy for promoting both individual and organizational development.Design/methodology/approachThe authors conducted a conceptual analysis with three case examples. The cases were purposefully selected, aiming to comprehend how the concept of self-leadership has been applied within organizations and to identify real-life examples where self-leadership has been adopted as an organizational strategy.FindingsThis study demonstrates that self-leadership plays a significant role in facilitating human resource development (HRD) initiatives. Specifically, the authors illustrate how self-leadership interventions in companies empower individuals to take charge of their development, aligning personal and organizational goals. When effectively applied, self-leadership strategies positively impact HRD practices in the areas of training and development, organization development and career development, yielding benefits for both employees and employers.Originality/valueThis study addresses knowledge gaps in the emerging field of self-leadership in HRD by providing three companies’ examples of how self-leadership can add value to HRD. The findings offer unique insights into the synergy between self-leadership and HRD, benefiting academics interested in this line of inquiry and HRD practitioners seeking innovative approaches to employee and organizational development.

Decolonising gendered discourse and practices in HRD: towards transnational feminist solidarity and sustainability

ABSTRACT Gender issues at work are increasingly ‘transnational’—extending and operating across national boundaries. Human resource development (HRD) scholarship and practices that essentialise marginalised women without considering the transnational oppression structure only reinforce gendered systems globally. This paper provides a framework for transnational feminist HRD (TFHRD) praxis to address transnational gender issues at work. The paper describes transnational feminism, introduces gender-related issues at work from a transnational feminist perspective, and identifies transnational gender discourse in HRD. Integrating transnational feminist studies and the Bierema-Callahan critical HRD model, this paper suggests TFHRD actions towards transnational feminist solidarity and sustainability through decolonising gendered discourse and practices in HRD.

Exploring Contemporary HRD Strategies: Impact on Employee Job Satisfaction through Advanced Tools and Techniques

In the era of rapid technological advancement and evolving workplace dynamics, Human Resource Development (HRD) strategies play a crucial role in shaping employee job satisfaction and organizational success. This paper investigates the transformative impact of integrating advanced technology tools and techniques into HRD practices on employee job satisfaction within the context of contemporary organizations. Drawing on extensive literature review and theoretical frameworks, the study explores how modern HRD strategies, leveraging cutting-edge technology, can enhance employee satisfaction and contribute to organizational effectiveness. The research employs a comprehensive methodology encompassing quantitative surveys and qualitative interviews to examine the relationship between HRD tool effectiveness and job satisfaction among IT employees. Results from multivariate analyses reveal significant associations between Integrated HR Technology and Training Solutions and various aspects of the workplace environment, including pay, training, promotion, and recognition, supervision, and job security. These findings underscore the pivotal role of technology in shaping HRD practices and fostering employee satisfaction in the digital age. The study contributes valuable insights to the ongoing discourse surrounding HRD strategies and their implications for organizational success, offering actionable recommendations for organizations seeking to enhance their HRD practices in alignment with technological advancements and employee expectations.

Paradoxical leadership on firm performance: What role can guanxi HRD practices play?

AbstractResearch shows that paradoxical leadership has a strong positive but inconsistent relationship with firm performance. Drawing on leadership contingency theory, we provide a theoretical model explaining how business unit level (BU‐level) paradoxical leadership positively impacts BU‐level performance mediated by BU‐level corporate entrepreneurship (CE). However, we also show that this relationship can turn negative when the degree of firm‐level Guanxi on human resource development (Guanxi HRD) practices is high. By relying on the responses from 276 BUs and performance archival data from the Taiwan Economic Journal database, we found that BU‐level CE mediates the relationship between BU‐level paradoxical leadership and BU‐level performance. Firm‐level Guanxi HRD practices diminish this effect and turn the positive relationship between BU‐level paradoxical leadership and BU‐level performance through BU‐level CE negative. Our study reveals the dark side of firm‐level Guanxi HRD practices and provides new theoretical and empirical insights that reconcile the relationship between paradoxical leadership and firm performance.

Breaking the Mold: HRD and Social Entrepreneurship – A Recipe for Progress

Social entrepreneurship practices integrate aspects from the private, public, and non-profit sectors into a cohesive practice. This paper advocates for the integration of human resource development (HRD) research and practices into social entrepreneurship initiatives to drive progress and build effective organizations committed to positive social change and value creation. By exploring HRD insights on ethical organizational strategies, initiatives for workforce development, and their impact on employee engagement and attitudes, we contend that HRD professionals can significantly contribute to the success of social entrepreneurship.

Human resource development practices and employee engagement: the mediating role of organizational commitment

PurposeHighly committed, motivated and engaged employees assure organizational success and competitiveness. The study aims to examine the association between human resource development (HRD) practices and employee engagement with organizational commitment as a mediating variable.Design/methodology/approachData were collected from 760 employees of 13 star-rated hotels comprising 5 (five-star) and 8 (four-star). The data supported the hypothesized relationships. Structural equation modeling was used to evaluate the proposed model and hypotheses. Construct validity and reliability were established through confirmatory factor analysis.FindingsThe results indicate that HRD practices and affective commitment are significantly associated. HRD practices and continuance commitment were shown to be non-significantly associated. HRD practices and normative commitment were shown to be non-significantly associated. Employee engagement and organizational commitment are significantly associated. The results further show that organizational commitment mediates the association between HRD practices and employee engagement.Research limitations/implicationsThe generalizability of the findings will be constrained due to the research's hotel industry focus and cross sectional data.Practical implicationsThe study's findings will serve as valuable pointers for stakeholders and policymakers of the hotel industry in the adoption, design and implementation of proactive HRD interventions to keep highly engaged and committed employees for organizational competitiveness and sustainability.Originality/valueBy evidencing empirically that organizational commitment mediates the nexus between HRD practices and employee engagement, the study extends the literature.

İnsan Kaynakları Uygulamalarının Orgütsel Performans Uzerindeki Etkisinin PLS Yaklaşımı İle Değerlendirilmesi

Considering that the individual is at the heart of human resources strategies, investment in this intangible capital becomes an imperative for companies seeking to achieve excellence. The aim of this research is to demonstrate the causal link between human resource development practices and organizational performance. In this work, we have presented the theoretical approaches that to treat the relationship between human performance and business performance. Following the universalist approach, we have developed a conceptual model linking the human motivation practices most common in the literature, namely: compensation, training, information sharing and communication, employee involvement, applied leadership style and internal professional relations. To verify the research model, we conducted a field survey of 46 companies in the industrial sector in the wilaya of Béjaia. The research results, obtained through structural equation modelling using SMART PLS, showed that leadership style and internal professional relationships have no direct impact on financial and non-financial performance. However, information sharing and communication only impact non-financial performance. And the two variables which measure remuneration and training were eliminated by the “PLS Algorithm” method.

Human Resource Development Practices and Employee Engagement in Nepalese Commercial Banks

The level of employee engagement is a significant issue for many organizations globally. As a result, many organizations are using a variety of human resource development practices to enhance employee engagement. The purpose of this study is to focus on analyzing the relationship between HRD practices and employees' engagement in Nepalese commercial banks. The study's independent variables were Career Advancement, Performance Management. Reward and Recognition and Training and Development. The dependent variable is Employee Engagement. The descriptive research design is used. The population of the study was 46408, and a simple random sampling technique was used to pick 384 employees from 11 commercial banks as sample. Data were gathered by using a standardized questionnaire on Likert Scale with 1 specifying a strongly disagree and 5 a strongly agree. Descriptive statistics such as Mean, Correlation and Regression were employed to analyze the data. Chronbach's Alpha was used to test the reliability. Which was 0.65 on an average. SPSS version 26 was used to analyze the data. The study concluded that Career Advancement and Performance Management had a favorable and significant relationship with Employee Engagement, Reward and Recognition and positive but insignificant relationship and Training and Development had a negative but significant relationship with Employee Engagement.

Artificial Intelligence and Automation in Human Resource Development: A Systematic Review

This systematic review synthesizes the existing literature on the impact of artificial intelligence (AI) and automation on Human Resource Development (HRD) practices and outcomes. The study explores how AI and automation affect HRD, highlighting specific HRD processes affected and their influence on outcomes. A comprehensive search was conducted across academic databases, HRD journals, and conference proceedings, resulting in a selection of relevant studies. The findings were analyzed through a narrative synthesis, with subgroup analyses based on specific HRD processes. The review provides insights into AI and automation implications for HRD researchers and practitioners. It also identifies research gaps and future directions.

Validation of individual work performance questionnaire in a Vietnamese context

Purpose This study aims to address the reliability and construct validity of the Individual Work Performance Questionnaire (IWPQ) in a Vietnamese context. Using the IWPQ as a measurement tool, this research also examined whether demographic features (such as gender, education level, work experience and position in a company) influenced employees’ work performance. Design/methodology/approach The Vietnamese IWPQ was validated via a two-step process of factor analysis, including an exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The data collected were randomly divided into two subsamples to independently serve the EFA (n = 341) and CFA (n = 342). ANOVAs and t-tests were also used to examine the differences in individual work performance (IWP) among different demographic categories. Findings The results of the current study confirmed the applicability of the three-dimensional IWPQ in a Vietnamese context. In addition, they also indicated several demographic features that impacted employees’ patterns of responses to IWPQ dimensions. Research limitations/implications This study focused on the construct validity of the IWPQ, without taking the content, face or criterion validity into consideration. Thus, future research should be conducted to yield a more comprehensive validation of the instrument, to measure the relationship between human resource development (HRD) practices and employee performance and to examine the relationship between strategic HRD and IWP and firm outcomes. In addition, the validated Vietnamese version of the IWPQ may inspire comparative studies on individual performance within and between units in an organization and among organizations and industries. Practical implications HRD practitioners can now use the validated IWPQ in the Vietnamese language to assess fluctuations in and analyze current staff performance, thereby facilitating human resource management and development. This study also offers recommendations for business leaders and HRD practitioners striving to implement strategic HRD aimed at reducing disparities in gender and between educational qualifications and job assignments at workplace, with the overarching goals of enhancing staff performance. These recommendations prove instrumental in improving staff performance, strengthening organizational efficiency and ultimately tackling the issue of low productivity in Vietnam and neighboring countries. Social implications This study findings underscore the significance of embracing strategic HRD while taking into account individual, organizational and contextual factors that influence IWP. This approach serves to bridge current gaps related to IWP, including Vietnam’s comparatively lower productivity compared to neighboring nations, educational qualifications and role allocations within the workplace, as well as the prevailing work standards and strategic objectives. Originality/value To the best of the authors’ knowledge, this rigorously validated Vietnamese version of the IWPQ is the first of its kind in Vietnam, making a significant contribution to inclusivity initiatives and offering substantial evidence to affirm the IWPQ’s relevance across diverse contexts.

Integrative Literature Review on People Analytics and Implications From the Perspective of Human Resource Development

Although people analytics is a fast-emerging field with importance to HRD, HRD researchers still lack a comprehensive understanding of it. This study examines the current body of knowledge in people analytics through the lens of human resource (HR) development by performing an integrative literature review of 91 articles. This study identifies five categories of knowledge: (1) definitions and boundaries of terms, (2) building blocks of people analytics in organizations, (3) types of analytics, (4) ethical issues related to people analytics, and (5) applications of people analytics to the HRD field. This study makes theoretical and practical contributions to the field of HR development by exploring the current state of people analytics and people analytics’ application to HR development practice. It also enhances scholars’ understanding of people analytics within HR development boundaries and provides insights for future research. Finally, this study provides practical guidance for HR development practitioners seeking to leverage people analytics in their work.

Human Resource Development in Health Informatics: Cultivating a Competent Workforce for Advancing Healthcare Technology

In the sphere of healthcare, health informatics is playing a transformative role by leveraging technology to optimize care delivery. The prowess of professionals in this domain holds utmost significance for advancement and efficiency within our healthcare system. This thought-provoking qualitative study delves into Human Resource Development (HRD) strategies specifically for individuals working within health informatics, aiming to foster a skilled workforce poised to drive progress in medical technologies. A meticulous review was conducted on related studies along with successful case examples, which essentially traced crucial developments and patterns unfolding in HRD practices across the field's spectrum. A myriad array of HRcentric methodologies were uncovered that revolve around forging interdisciplinary collaborations among employees while putting patients' needs at focus during training programs – revealing an urgent need for adaptive skills accordant with incessantly evolving technology trends. Contrariwise significant obstacles remain stifling sustained competency building over longer timelines. Accordingly it becomes mission-critical importance now more than ever before; concerted efforts towards curating custom-made multidisciplinary course offerings akin aligned environments fostering lifelong learning attitudes must be established - coupled alongside setting up statutory frameworks safeguarding such developmental endeavours accompanied by necessary funding incentives aimed explicitly towards nurturing patient-focused training modules abetting tech-geared educational solutions ultimately paving way ahead{New Chapter}. The implications arising from these insightful measures extend beyond providing comprehensive blueprints targeted primarily benefiting not solely hospital systems but also policy-shapers educators together intending make real-time positive impacts most importantly practitioners always progressing efficiently navigating through constantly morphing technological topographies operative presently encompassed under varied ambit existing healthcare spectra {new para chapter section}. Final summary consider single out ability promote upliftment standard clinical outcomes proving substantially when paying heed wisely constructed carefully chosen advised strategic advise pointers presented as part research findings detailing studious work done extensive topic concerning manifold facets trajectory development human resources particularly matter specific areas hand area interest explored here global point view universal perspective

Towards a comprehensive model of human resource development research and practice: A systematic literature review

Although several models have been proposed to guide practitioners and academics in human resource development  (HRD), there is sufficient manifestation that a new HRD model is required to address emerging HRD problems such as  cultural variation and value systems across the globe, the need to strengthen the theoretical foundation of HRD  research and practice, and the incompleteness of HRD research methods. The purpose of this study was to propose a  comprehensive HRD model that will address these problems in order to make HRD more responsive to the current  needs in HRD research and practice. Bozer and Jones’s (2018) seven-phase systematic literature review approach was  adopted to gather data for this study. The available data were analyzed using thematic analysis. It was found that the  proposed HRD model was capable of helping HRD practitioners to choose appropriate HRD practices that will match  their culture and value systems, and guide them on the methods and theories to apply in their respective locations. On  the basis of these findings, it was concluded that the proposed HRD model can address the problems currently facing  HRD research and practice.   

Improving the undergraduate human resource development curriculum in South Africa

ABSTRACT The Human Resource Development (HRD) curriculum is under-researched at the undergraduate level in tertiary education institutions, particularly in South Africa (SA). This article addresses the need for research on HRD undergraduate education in SA. Using a qualitative case study approach; the researchers interviewed HRD practitioners who have all completed an undergraduate HRD curriculum to determine the deficits in the curriculum under study and what to include in a new HRD curriculum. Findings revealed that the degree title was limited to learning and development only, there were concerns about the faculty that housed the degree, and that the degree replicated lower-level skills certificates. HRD practitioners recommended what to include in a new HRD curriculum that would be relevant and considered credible in practice. The article identifies the implications of the findings for HRD theory, practice, and research. It offers HRD practitioners perspectives on what they consider relevant in an undergraduate HRD curriculum to carry value in the workplace.