Human Resource Development International 

About: Human Resource Development International is an academic journal published by Taylor & Francis. The journal publishes majorly in the area(s): Human resources & Organizational learning. It has an ISSN identifier of 1367-8868. Over the lifetime, 982 publications have been published receiving 28112 citations.

What Is Competence

Abstract: This paper explores the definitions and usage of competence, especially in the context of training and development initiatives in the USA, UK, France and Germany, seeking to clarify the concept by incorporating knowledge, skills and competences within a holistic competence typology. One-dimensional frameworks of competence are inadequate and are giving way to multi-dimensional frameworks. Functional and cognitive competences are increasingly being added to behavioural competencies in the USA, while in the UK cognitive and behavioural competences are being added to the occupational functional competence model. France, Germany, and Austria entering the arena more recently, adopted from the outset more holistic, but different, approaches. After comparing these approaches, we argue that a holistic framework is useful in identifying the combination of competences that are necessary for particular occupations and to promote labour mobility.

If we can't define HRD in one country, how can we define it in an international context?

Abstract: Is it possible to define HRD in a way that is appropriate in a world-wide context? That was the question for this research. Several factors were found that influence a country's and an individual's definition. The most common US definitions have influenced definitions around the world, yet definitions are also influenced by the context in which the definitions have emerged. Through e-mails and literature research, definitions from several countries have been identified and compared, and an initial definition that meets the conditions of many countries is proposed.

Employee engagement: an examination of antecedent and outcome variables

Abstract: This correlational study (n = 283) examined the links between job fit, affective commitment, psychological climate, and employee engagement, and the dependent variables, discretionary effort, and intention to turnover. An Internet-based survey battery of six scales was administered to a heterogeneous sampling of organizations from service, technology, healthcare, retail, banking, nonprofit, and hospitality fields. Hypotheses were tested through correlational and hierarchical regression analytic procedures. Job fit, affective commitment, and psychological climate were all significantly related to employee engagement, while employee engagement was significantly related to both discretionary effort and intention to turnover. For the discretionary effort model, the hierarchical regression analysis results suggested that the employees who reported experiencing a positive psychological climate were more likely to report higher levels of discretionary effort. As for the intention to turnover model, the hierarchi...

Human capital theory: implications for human resource development

Abstract: This article reviews definitions of 'Human Capital Theory' by leading economists and HRD scholars. The origin of the term 'capital' is explained, and the link between Human Capital Theory and HRD is discussed. It is argued in the article that HRD scholars and practitioners should explore further the link between human capital, HRD and development at individual, organizational, community and international levels.

Human resource development and its underlying theory

Abstract: This article asserts the importance of clearly specifying the underlying theory of HRD, and challenges those who do not see this as essential to the profession. The central argument is that HRD must continue to mature as a discipline and that the integration of selected psychological, economic and systems theories serve as the unique theoretical foundation of HRD.