Theorizing human resource development

2011

Abstract The purpose of this structured literature review was to find out how organizational culture has been studied within the Academy of Human Resource Development. We reviewed articles published in the Academy Proceedings from 1994 to 2009 to examine how authors defined organizational culture, what research purposes led their studies, what implications for practice were suggested, and how the research has evolved in the 16-year span.

This study examines the state of Human Resource Development Climate (HRDC) in Nigerian commercial banks as perceived by employees in general. The perceptional differences on the level of HRDC by gender categories are also examined. Using Abraham and Rao's HRDC 38-item questionnaire, data from 310 respondents, with 303 valid responses, were entered into excel sheet and analyzed to determine frequencies, mean scores, standard deviation and percentages for four variables: HRDC, General Climate, HRD Mechanism, and the openness, confrontation, trust, autonomy, pro-activity, authenticity and collaboration (OCTAPAC) Culture. Result of data analysis indicates that generally, employees perceive the overall HRDC and its three dimensions of general climate, HRD mechanism and OCTAPAC culture to be at an average or moderate level. The perceptions of both male and female subjects also indicate an average HRDC level although female participants report slightly higher scores than the male subjects but these scores are still at an average level on all the dimensions of HRDC measured. The implications of this result for organizations in general and the banking industry in particular are discussed.

Journal of European Industrial Training, 2006

Purpose -This article aims to offer a theoretical framework that attempts to show the integration among human resource development (HRD), social capital (SC), emotional intelligence (EI) and organizational productivity. Design/methodology/approach -The literature search included the following: a computerized search of accessible and available material using the key words "human resource development", "emotional intelligence", "social capital", "human capital", "organizational productivity", "productivity", and "organizational performance". Findings -The literature review provides evidence that it is logical to assume that the relationship among HRD, social capital, emotional and organization productivity is highly integrated. This finding influenced the authors to conceptualize an integrated model that illustrates the interconnectivity of HRD, social capital, emotional intelligence and organizational productivity with internal and external environmental factors.

Executive summary This report presents the problem faced by UK owned multinational organization in China and Africa. The main problem is high employee turnover and unable to retain skilled professionals hence human resource developmental practices are ineffective in both host countries. This report reflects the importance of “Training and development, communication, intrinsic rewards and job satisfaction of employees”. It also shows cross culture management, employee motivation and learning style in general and how these aspects are different in UK, China and West African countries. Due to inadequate HR related details in West African countries sample like Nigeria has been considered for study. To identify the problem and to look for the possible solutions at first a detail literature review has considered. The various aspects which might be the cause of retention problem which organizations are facing including the culture differences, institutional factors and employee motivation. It also found that UK, China and Africa have different from each other in term of culture, economy, technology, and managerial style and education system. However, both China and Africa believes in hierarchical organization structure where authority, responsibility, relations, group work and job security are very important. And UK has result oriented, individualistic and competitive organizational structure gives less importance to employee. The detail literature review has taken on factors which enable employee to stay with the organization like “Training and development, communication, job satisfaction and motivation”. Learning styles and also how they differ in these three countries were taken in to consideration and it was found that UK has emphasized on both on the job and off the job training, China prefers on the job and Nigeria prefers off the job training programs. In motivation it Maslow’s theories along with Vroom theory of expectancy and Hertzberg two factor theory are discussed and it is found that in China and Africa internal motivation plays a very important role in fact for high skilled professionals it is more important than extrinsic motivation. The detailed conclusion presents the root cause of the employee retention is neglecting many important aspects of culture in host countries and also not focusing on training and development and employee motivation. In the last part detailed recommendation like general and specific has given which will help the organization to cover the gap with respect to culture differences, communication and motivation and also will help the management to make best training and development programs which will help them to reduce the employee retention problem in future.

Kajian ini dilakukan bertujuan mengkaji hubungan etika kerja Islam terhadap prestasi kerja guru di SD Negeri Kecamatan Tanjungpinang Timur. Objektif dari kajian ini adalah untuk mengenal pasti tahap amalan etika kerja Islam dan prestasi kerja dalam kalangan guru, mengkaji pengaruh antara etika kerja Islam dengan prestasi kerja guru, serta mengkaji faktor etika kerja Islam yang paling dominan mempengaruhi prestasi kerja. Kajian ini dilakukan di Sekolah Dasar Negeri Kecamatan Tanjungpinang Timur. Populasi kajian itu terdiri daripada 134 orang responden dan sampel kajian yang bersesuaian adalah 118 responden. Teknik persampelan yang digunakan dalam kajian ini adalah teknik sampel rawak. Analisis data menggunakan korelasi pearson dan regresi berganda. Dapatan kajian ini untuk tahap amalan etika kerja Islam adalah pada tahap yang tinggi, tahap amalan prestasi kerja adalah pada tahap yang tinggi, tahap amalan etika kerja Islam mempunyai hubungan yang positif dengan prestasi kerja dan menunjukkan tahap amalan etika kerja mempengaruhi tahap prestasi kerja guru. Melalui statistik ini juga dapat dilihat sekiranya tahap amalan etika kerja Islam pekerja meningkat, tahap prestasi juga meningkat manakala sekiranya tahap amalan etika kerja Islam menurun maka prestasi kerja guru juga menurun. Kemudian didapati bahawa faktor bekerjasama dan berfikiran padu merupakan pemboleh ubah yang paling dominan mempengaruhi prestasi kerja dan faktor yang kurang dominan atau yang paling rendah dalam mempengaruhi prestasi kerja adalah Ikhlas dan Amanah. Implikasi kajian sepatutnya amalan etika kerja Islam boleh menjadi elemen universal untuk Indonesia dalam meningkatkan prestasi kerja dalam kalangan guru