Showing papers in "Human Resource Development Review in 2014"
155 citations
TL;DR: In this paper, the authors identified 13 training methods reported in the literature: case study, games-based training, internship, job rotation, job shadowing, lecture, mentoring and apprenticeship.
Abstract: In reviewing training methods reported in the literature, 13 were identified: case study, games-based training, internship, job rotation, job shadowing, lecture, mentoring and apprenticeship, progr...
73 citations
TL;DR: In this paper, an account is advanced of how workers' learning through everyday work activities and interactions, both remote from and when engaged with others, arises through mimetic processes (i.e., observation).
Abstract: This article proposes that human resource development (HRD) practitioners need to reconsider the potential of workers’ learning through every activities and interactions at work. It holds that the majority of learning across working lives likely occurs outside of being mentored, taught, or guided through training programs by others (e.g., teachers or experienced coworkers etc.) and their predetermined intentions for what is to be learnt. Yet, many, and perhaps most, explanatory and procedural accounts emphasize these kinds of intentional interventions by others (e.g., educational and training programs), more than workers’ actions as learners in and through their everyday work activities and interactions. Therefore, it seems important for HRD that these everyday learning processes be understood more fully. Here, an account is advanced of how workers’ learning through everyday work activities and interactions, both remote from and when engaged with others, arises through mimetic processes (i.e., observation...
56 citations
TL;DR: In this paper, the authors summarize research relevant to obstacles that people with disabilities face in the workplace and identify directions for future research on the topic, including review, theoretical, and empirical articles in management journals and those in psychology or rehabilitation journals if they had clear workplace implications.
Abstract: Our objectives in this article were to summarize research relevant to obstacles that people with disabilities face in the workplace and to identify directions for future research on the topic. We included review, theoretical, and empirical articles in management journals and those in psychology or rehabilitation journals if they had clear workplace implications. We argue that obstacles identified in prior research may only partially reflect organizational reality. This is because of the heavy reliance on laboratory studies, which we urge researchers to replicate in organizational settings. A better understanding of obstacles will lead to more evidence-based solutions for human resource development (HRD) practitioners to create a less exclusionary workplace wherein all employees are provided opportunities to use their talent.
53 citations
TL;DR: In this paper, a conceptual framework for examining shifting careers is proposed, which accounts for important demographic shifts occurring in the labor force, including gender, immigration, and socioeconomic effects, and identifies some of the challenges faced by organizations in adjusting to these shifts and conclude with directions for future research.
Abstract: Research on human resource development is needed to empirically document the changing nature of careers among successive generational cohorts of workers. This article offers a conceptual framework for examining shifting careers, which accounts for important demographic shifts occurring in the labor force. Our research framework provides a comprehensive set of career-related variables (including career expectations, experience, and outcomes) for investigation. We illustrate the need to consider confounding influences of other demographic shifts in the study of changing careers, using the Canadian context as an illustrative example. We further argue that generational differences may be confounded with gender, immigration, and socioeconomic effects, and therefore, all three effects need to be considered simultaneously with generation. We identify some of the challenges faced by organizations in adjusting to these shifts and conclude with directions for future research.
51 citations
TL;DR: The authors reviewed different approaches to diversity conceptualizations, identifying three common threads that are incorporated in various diversity definitions and proposed a framework to unify the fragmented definitions and understandings of diversity.
Abstract: In an attempt to develop a means for researchers to reach a common understanding of the substantive meaning of diversity, this article first reviews different approaches to diversity conceptualizations, identifying three common threads that are incorporated in various diversity definitions. Our discussion examines the variety of diversity conceptualizations by addressing the three key aspects that present two general trends that emerge in the literature. We then propose a framework to unify the fragmented definitions and understandings of diversity. The implications for practice and future research are also discussed.
50 citations
TL;DR: This article examined cross-cultural training research, using the lens of "East Meets West" and found that cross-culture training can be used to train cross-lingual learners.
Abstract: The purpose of this article was to examine current cross-cultural training (CCT) research, using the lens of “East Meets West.” The two research questions guiding our inquiry are (a) What are the m...
40 citations
TL;DR: The conceptual model enhances the understanding and interpretation of the dynamic aspects that learning and performance bring to the organization and is an important starting point for developing a better general understanding of organizations as learning-performance systems.
Abstract: This article identifies factors that influence Lean implementation that has as its outcome a conceptual model based on an integrative review of literature. The conceptual model uncovers the complex...
28 citations
TL;DR: In this article, the variation in perceived job stress by individuals is explained by the interaction between the situational "Other 3" dimensions (locus of control, self-monitoring, and...
Abstract: This article proposes that the variation in perceived job stress by individuals is explained by the interaction between the situational “Other 3” dimensions (locus of control, self-monitoring, and ...
26 citations
TL;DR: This paper reviewed the effect of two post-training transfer interventions (relapse prevention [RP] and goal setting [GS]) on trainees' ability to apply skills gained in a training context to the workplace.
Abstract: This article reviews the effect of two post-training transfer interventions (relapse prevention [RP] and goal setting [GS]) on trainees’ ability to apply skills gained in a training context to the workplace. Through a review of post-training transfer interventions literature, the article identifies a number of key issues that remain unresolved or underexplored, for example, the inconsistent results on the impact of RP on transfer of training, the lack of agreement on which GS types are more efficient to improve transfer performance, the lack of clarity about the distinction between RP and GS, and the underlying process through which these two post-training transfer interventions influence transfer of training. We offer some recommendations to overcome these problems and also provide guidance for future research on transfer of training.
20 citations
TL;DR: In this paper, the authors argue that the challenges that both nations and organizations face should not be seen as mutually exclusive and suggest that labor policy and workplace practice can be mutually enhancing and call for a research agenda on organizational Flexicurity.
Abstract: Recent scholarship in the Human Resource Development (HRD) field considered how practice might respond to contemporary issues facing organizations, such as the emergence of the knowledge economy, and the need for lifelong learning and organizational flexibility. A similar set of challenges have pre-occupied European policymakers, with a notable debate on how to increase flexibility in Europe. The article reviews the theoretical debate on flexibility, and the related policy of “Flexicurity” that aspires to balance flexibility with employment security at the national level. The article argues that the challenges that both nations and organizations face should not be seen as mutually exclusive. Instead, it suggests that labor policy and workplace practice can be mutually enhancing and calls for a research agenda on “organizational Flexicurity.” The article suggests that HRD scholars are best placed to advance such an agenda, as career development and learning lies at the heart of those issues.
TL;DR: In this article, the authors suggest that the factors integral to the success of performance management, such as empowerment and efficiency, are the same factors that also contribute to the failure of downsizing as a corporate strategy.
Abstract: The failures of performance management (PM) systems are well known, as is the popularity of downsizing as a corporate strategy. We suggest that the factors integral to the success of PM, such as em...
TL;DR: In this article, a conceptual model on the relationship between mood and self-efficacy is presented, positioning hedonic and utilitarian motivation as moderators of this relationship. But, the causality of the relationship has not been agreed upon in existing research, while one set of studies propose that mood influences SE, the contrasting view contends that this relationship is not significant.
Abstract: The relationship between an individuals’ mood and perceived self-efficacy (SE) has been of fundamental interest for organizational researchers. However, the causality of this relationship has not been agreed upon in existing research. While one set of studies propose that mood influences SE the contrasting view contends that this relationship is not significant. The article presents a conceptual model on the relationship between mood and SE, positioning hedonic and utilitarian motivation as moderators of this relationship. The literature concerning these constructs is reviewed and linkages between them are examined. A four-quadrant framework delineating the impact of hedonic and utilitarian motivation on the relationship between mood and SE is proposed. Propositions are built around this framework and implications for human resource development are discussed.
Abstract: Due to the continued growth of the global services sector, it is essential that service firms have a greater understanding of the implementation of human resource development (HRD) in different cul...
TL;DR: In this paper, the authors present a multi-theoretical framework for human resources and organization development (HROD) professionals to serve on a board of directors of a franchisor-franchisee relationship.
Abstract: Franchising brings a unique set of challenges to human resources and organization development (HROD) practitioners who are focused on strategically aligning human capacity and organizational goals through cultures of collaboration. Because franchising consists of inter-firm relationships, the presence of franchise associations can help ensure that franchisee voices are heard and that collaborative relationships exist between the franchisor and franchisees. These franchise associations typically use governance structures, which includes elected boards of directors. Although practitioner data delineate the roles these franchise boards should perform, there has been only limited empirical investigation on the topic. Moreover, no research addresses how to foster productive relationships between the franchisees and franchisors who work together in these board relationships. This article presents a proposed framework for these boards, using a multi-theoretical perspective that addresses the competing emphases affecting the franchisor–franchisee relationship and the respective roles for HROD professionals.
TL;DR: In this article, a conceptual model of self-regulation and social networking behaviors is proposed to explain the differences in the job seeker's feedback-seeking and networking behaviors and how they vary depending on state and trait goal orientation, motives for feedback seeking, and types of ties the job seekers connect with.
Abstract: This paper combines research on self-regulation, social resource theory, and weak tie theory to propose a conceptual model for why some people network more than others when searching for a job. This article explores the hypothetical relationship between social networking behaviors and self-regulatory mechanisms. Specifically, the focus is on explaining the differences in the job seeker’s feedback-seeking and networking behaviors and how they vary depending on state and trait goal orientation, motives for feedback seeking, and types of ties the job seekers connect with. A conceptual model of self-regulation and social networking behaviors presents a set of testable relationships that can be explored using correlational and experimental methods. The article also proposes specific research directions for testing the model and discusses the practical implications of the relationships.
TL;DR: In this article, the authors used a multiple ethical paradigms approach to examine the Standards on Ethics and Integrity (Standards) published by the Academy of Human Resource Development (AHRD) and concluded with practical recommendations for updates, diffusion and utilization of the Standards to enhance its further ethical contribution to the field of human resource development.
Abstract: This research used a multiple ethical paradigms approach to examine the Standards on Ethics and Integrity (Standards) published by the Academy of Human Resource Development. After a thorough analysis of the current text of the Standards in terms of the four ethical paradigms of justice, care, community, and critique, we discuss issues and offer propositions to address those issues. Included within our discussion are the need for discussion forums on ethical issues, further reflection on a client- and community-centered approach in the Standards, and the introduction of professional language protocols and codes of Internet communications and technologies. We conclude this research with practical recommendations for updates, diffusion, and utilization of the Standards to enhance its further ethical contribution to the field of human resource development.
TL;DR: In this paper, the authors present a case study comparison of NHRD in Brazil and South Korea, taking into account their historical, economic, political, and social contexts, and examine the role played by the state in creating and promoting N HRD policies toward economic and social transformation in South Korea and Brazil.
Abstract: National Human Resource Development (NHRD) has received much attention from scholars since the concept was first introduced in the 1980s. Although the concept of NHRD is still under academic debate with regard to its definition and scope, the number of case studies presenting NHRD policies in various countries has been growing. The purpose of this article was to present a case study comparison of NHRD in Brazil and South Korea. We examined features and aspects of NHRD in both countries, taking into account their historical, economic, political, and social contexts. In addition, we examined the role played by the state in creating and promoting NHRD policies toward economic and social transformation in South Korea and Brazil. Findings in this article provide implications not only for countries that adopt NHRD strategies but also for countries that may need to utilize HRD for their sustainable national development.
TL;DR: In this article, the authors take a narrative approach to explicating the gap between organizational theory and practice, using the narrative pentad (what, why, how, who, and when/where).
Abstract: In this conceptual piece, we take a narrative approach to explicating the gap between organizational theory and practice. The narrative pentad (what, why, how, who, and when/where) represents six n...
TL;DR: The authors deconstruct the body of literature that frames education and learning in Democratic Kampuchea (DK), 1975-1979, and reveal insightful information on the whys and hows the Khmer Rouge (KR) learned.
Abstract: I deconstruct the body of literature that frames education and learning in Democratic Kampuchea (DK), 1975-1979. This historical analysis posits that new alternative interpretations can arise when viewing learning under Pol Pot’s DK through a human resource development (HRD) lens. The paucity of research or the lack of HRD perspectives on genocidal situations is concerning. An HRD focus as this paper demonstrates will reveal insightful information on the whys and hows the Khmer Rouge (KR) learned. Learning designs contrived for Khmer learners connote an employee-work relationship (forced labor); hence, why the need for an HRD interpretation of these learning events. Many DK scholars assert that education under the KR was unorganized, inconsistent, and without planning. My deconstruction of the DK historical record will call these views into question. When reviewing the historical record through an HRD lens, KR educational initiatives made sense within the context of the madness they perpetrated.
TL;DR: Peter Senge’s shared vision discipline as applied to an inter-organizational learning context of multiple stakeholders working toward social innovation will be introduced hereafter referred to as socio-networked learning to identify the learning across organizations dedicated to social innovation.
Abstract: Human resource development (HRD) practitioners have a critical role to play in understanding interdisciplinary learning among cross-sector stakeholders addressing large-scale social issues. Recent ...
Journal Article•
TL;DR: The impact of multidisciplinarity on understandings of diversity and implications for HRD is discussed in this paper, where the authors draw upon a range of disciplines to outline how HRD scholarship and practice relating to disability, diversity, gender, immigration, socioeconomic status, and career can be further developed.
Abstract: We were delighted to accept the invitation from Professor Callahan to provide the editorial for this issue, which addresses an important concern for Human Resource Development (HRD): the impact of multidisciplinarity on understandings of diversity and implications for HRD. It has been widely recognized that the field of HRD, which is embedded in the broader management and organization studies (MOS) field, is established on multidisciplinary foundations (Kuchinke, 2001; McLean, 1998). Subsequently, HRD, like MOS, may be seen as rhizomatic (Jackson & Carter, 2007) incorporating further disciplinary influences, including the contestation of concepts and theories and a critique of how and for whom knowledge is constructed (Calas & Smircich, 1999; Ferguson, 1994; Willmott, 1995). The articles in this issue draw upon a range of disciplines to outline how HRD scholarship and practice relating to disability, diversity, gender, immigration, socioeconomic status, and career can be further developed.