Resource Development Model Research Articles

A Total Human Resource Development Model in a Company Based on Web2.0

A Total Human Resource Development Model in a Company Based on Web2.0

Mainstreaming education for sustainable development in initial teacher education in Australia: a review of existing professional development models

Initial teacher education provides a strategic opportunity for ensuring that all teachers are ready and able to teach for sustainability when they begin their teaching careers. However, it is widely recognized that this strategy has not been used to its full potential. Efforts in education for sustainable development (ESD) at this level have tended to engage with prospective teachers and teacher educators already interested in this area of learning—preaching mostly to the converted. This paper reports on a study undertaken by the Australian Research Institute of Education for Sustainability (ARIES) for the Australian Government Department of the Environment and Heritage, which sought to appraise the models of professional development underpinning a range of initial teacher education initiatives. Its intention was to learn from these experiences and identify effective models for mainstreaming ESD in pre‐service teacher education. Three main models of professional development were identified: the Collaborative Resource Development and Adaptation Model, the Action Research Model and the Whole‐of‐System Model. The paper concludes by arguing that a systemic approach that engages the whole of the teacher education system is necessary if ESD is to be successfully mainstreamed in initial teacher education.

Sustainable development strategies for China's Du Jiang Yan Water Resources Project

SUMMARY China's Du Jiang Yan Irrigation Project, dating back to 256 BC, is one of the world's earliest water resources projects. Although it has been benefiting the Sichuan Basin area for over 2000 years, it is facing increasing problems due to ecological deterioration, over-exploitation from local industries and agriculture, suboptimal resource allocation arising from supply and demand mismatches, and an aging infrastructure. The traditional water resources development model is no longer appropriate for current and future needs of the area. Therefore, a sustainable development framework is envisioned in which population, economy and environment coexist in harmony. Within this framework, major strategies, such as construction and renovation of infrastructure, promotion of water conserving irrigation through non-engineering measures, pollution control and ecological improvements, restructuring of management entities and exploration of new funding sources, are proposed. An evaluation system is also introduced to assess the degree of sustainability and to monitor progress towards a high level of sustainable development.

Advancing the Development of Human Resources in Nursing in Jordan

This article describes a collaborative international health and development program between a Jordanian and a Canadian university. It presents a human resource development model in Jordan that has been the basis for a variety of developmental activities for practicing nurses and nurse educators in academic and clinical settings. Reciprocal visits by leaders of the project, as well as continued collaboration between key members of the two universities were instrumental in ensuring success of this venture. The activities implemented in this project culminated in the development of a pragmatic human resource development model that is sensitive to issues particularly relevant to the Jordanian culture. The collaborative venture discussed in this article has enabled nurses and nurse educators to increase their academic and clinical skills and raised the profile of the nursing profession in Jordan.

Systematic agreement: A theory of organizational alignment

AbstractOrganizational alignment is a concept often mentioned in human resource development (HRD) models but rarely explained in detail. This theory of alignment looks at the extent to which strategy, structure, and culture create an environment that facilitates the achievement of organizational goals. The concept of alignment lends itself to the creation of high‐performance work systems by explaining how the interdependent elements of the organization can achieve greater individual and collective efficiency and effectiveness. Well‐aligned organizations apply effective leadership and HRD processes to create systematic agreement among strategic goals, tactical behaviors, performance and reward systems, and the organizational culture. This agreement helps people to remove barriers to cooperation and performance and thereby increases the performance of individuals, processes, and the organization as a whole.

Psychological benefits of sports for disabled people: a review

This article reviews literature on the psychological benefits of sports for the disabled. Beginning with traditional models and resource development models of rehabilitation, an integrative model of sports for the disabled is suggested, emphasizing the concept of efficacy‐based empowerment through sport. Empirical research is reviewed according to the conceptual categories of this model: (a) performance accomplishments and functional efficiency, (b) perceived self‐efficacy, (c) self‐concept and self‐esteem, (d) personality disorders, mood states and locus of control and (e) activity level and social acceptance. This review suggests that most psychological constructs expressed within the empowerment model are positively affected by physical activity in disabled people, when applied properly. Several recommendations are outlined for beneficial application of the model in practice as well as for future research topics.

A Comparison of Human Resources Characteristics of Employed and Unemployed Primary Income Earners in Ohio

Survey data were collected in 1984 from a statewide sample of 2,341 households to ascertain the recreation needs of Ohio residents. One segment of the questionnaire was focused on employment status of the primary income earner in the household. These data provided the information needed to examine the merits of a human resources development model used to guide the study. Discriminant analysis was used in an attempt to isolate human resources variables which differentiate unemployed and employed primary income earners. The findings revealed that the human resources development factors included in the study were poor predictors of employment status. While the findings were consistent with research expectations, the strength of the associations was very low. It was concluded that the human resources development model was not adequate to explain employment status as measured in this study.

The relevance of a human resources development model for understanding unemployment status within southeast Ohio

Abstract A systematic random sample of 1,493 adult residents was drawn from a multicounty area in southeast Ohio to test the relevance of a human resources development model for understanding unemployment status. Selected variables were correlated with length of unemployment and discriminant analysis was used to compare socio‐economic characteristics of unemployed and employed heads‐of‐house‐hold. The findings revealed that the variables selected for analysis were very poor predictors of employment status. A combined human resources‐structural perspective is suggested for consideration in regional development efforts implemented within lesser developed regions such as the one under study.

A Review and Perspective of HRD Programs in Corrections

The correctionalfield is receiving criticism from all sectors of afrightened and angry society as the crime rate rises and offenders continue to be releasedfrom institutions with the same basic deficits which brought them there in the first place. Although billions of dollars have been spent in an attempt to make these institutions more effective, they have not harvested acceptable returns for the investment. The Human Resource Development (HRD) model, developed by Dr. Robert Carkhuff and associates, has been tested in a variety of correctional settings across the country. This model is based on the assumption that people make out "for better orfor worse" in life, depending on the quantity and quality adjustment skills that they possess in their repertoire. The offender is confined, basically, because he/she has deficits in these areas. Itfollows, therefore, that the more effective method of delivering these needed skills to offenders is to have qualified staff members fulfill the role of trainer of skills. In order to achieve this, the model suggests that the staff can be systematically selected and trained to first learn these life skills themselves and then to deliver them to offenders. A critical analysis of the research of the HRD model has been conducted. It shows that the rearrest! recidivism rates have been markedly decreased by training offenders in the physical, emotional, and intellectual skills areas. Although the HRD model has demonstrated greater successes than programs to which it was compared, it claims to only accountfor a portion of the variance in the outcome of correctional programs. Many questions are still left un-answered in the pursuit of a comprehensive and functional model.

On observing: The use of the Carkhuff HRD model in writing psychological reports

Discusses the process of observation and presents a systematic approach for incorporating behavioral observations into evaluations and written psychological reports. The approach is based on Robert Carkhuff's Human Resource Development Model, which combines the psychologist's attending and responding skills to explore where clients are, personalizing skills to understand where they need to be, and initiating skills to act on these goals. Using this framework and drawing on the experiences of the authors, several principles of report writing are discussed. The paper presents specific steps and skills which can be used to determine where a client is functioning in a variety of areas and to communicate this understanding to others. Examples are provided to illustrate the principles and steps described.

The Consideration of Depletion in After- Tax Optimization Models

The consideration of taxes in economic-optimization models serves in most cases, if not all, as a complicating factor. This is especially the case in dealing with depletable resources such as coal, in which not only depreciation but also depletion must be taken into account. This article shows how depletion may be efficiently modeled and incorporated into existing depletable-resource-development models. The treatment of depletion in some previous resource development models is reviewed. Several linear-programming (either continuous or moxed-integer) development models that have as their objective the maximization of before-tax or after-tax cash flows are presented, ignoring depletion. The method to incorporate depletion into these development models is outlined. The author also discusses the additional computational burden that is added by considering depletion in the model. 12 references, 6 figures, 1 appendix.

The Counselor's Role in Helping Teachers With Career Education Within an HRD System

The use by counselors of a Human Resources Development (HRD) model for preparing teachers to help in career education is discussed. In‐service workshops for a counselor and a small group of teachers are proposed, and a step by step procedure for implementing the model is presented.

Increasing the Competencies of Teachers and Counselors with Systematic Interpersonal Skills Training

Integration, among other things, has served to heighten the concern for competency in the teaching and counseling in our schools. In light of the many reports of black educators being transferred, demoted, and dismissed in southern states as dual black and white school systems were being eliminated,' it has become more and more necessary for teacher and counselor training to be based on skills. The research findings regarding the dimensions of effective teaching and counseling are inadequate in light of the current demand for competent teachers and counselors. An urgent need for a model that can deliver positive results in terms of preparing educators with the skills necessary to be truly competent continues to exist. The Human Resource Development model developed by Robert Carkhuff has emerged after a thorough review of the literature as the most substantive one for upgrading teaching and counseling strategies.2 According to this model, an educator's effectiveness is a function of her ability to integrate her interpersonal skills and her area of specialization. The responsive dimensions of empathic understanding, posi-

Effective Physical Functioning: A Precondition for the Helping Process

Within the human resource development model, there is an emphasis on operationalizing and developing the counselor's physical, intellectual, and emotional skills necessary to deliver an effective helping process. Until recently, there has been little discussion of physical functioning. However, within this model physical fitness is viewed as a key factor of counselor functioning. A review of the literature reveals that fitness is related to several physical, intellectual, and emotional factors that can have a bearing on counselor and client functioning. The review also relates the development of fitness to the development of other intellectual and emotional factors. Implications for the training of counselors on fitness and for the importance of physical programs as they relate to the helping process are explored.

A pilot human relations program at Southern University

In the clamor for relevant experiences to help predominantly black universities survive, Southern University launched an exciting, comprehensive human relations program. Motivation came in the midst of the student unrest in 1972 resulting in two black male students' deaths. Southern University's concerned leadership in the College of Education selected as a basic approach the Carkhuff Human Resource Development (HRD) model with Aspy's adaptations for teacher education. Implementing this model would enable the University to provide teacher education and human resource development in keeping with demands and challenges of our contemporary society-a society fraught with the impact of future shock. The model's rationale, developing maximal human effectiveness, parallels the university's philosophy and purposes. Facilitating a learning process is congruent with the total educational process. Built-in continuous evaluation we sorely need to determine the model's effectiveness in developing skills for living effectively as well as for helping others to do so. All of these characteristics of the model supported an enviable human relations program within teacher education which ultimately could spread throughout the university and general community. With such a program, Southern could model an effective procedure for other colleges to examine and emulate. Specifically, teachers in training would possess repertoires of skills to draw on in humanizing their classrooms. Through our program others from the university and community might receive help in acquiring human relations skills. This paper details the sequential development of Southern University's human relations program. The descriptions will include: the first graduate course, the human relations skills workshop, and the teacher education program which includes undergraduate, non-certifying concentrations.

What it all about anyway? some reflections on helping and human resource development models

what it all about anyway? some reflections on helping and human resource development models

Critique of the human resource development model from the viewpoint of rigor

critique of the human resource development model from the viewpoint of rigor

The development of systematic human resource development models

the development of systematic human resource development models