Human resource development in Ireland: organizational level evidence

<p class="Abstract">How can the learning function (L&D) support learning and innovation at the level of an entire organization in times of digital transformation? The core challenges in this are twofold: 1) Competence clarification: What are relevant “digital competences” in terms of knowledge, skills and attitudes that employees need in order to cope with digital transformation? 2) Competence development: How to organize, design and support learning processes contributing to digital competences and digital transformation?</p>Building on a framework originating in the context of business engineering and applying it to corporate training and human resource development, we explicate what digital transformation implies for the L&D function. As L&D functions explore and exploit the options sketched out, they live digital transformation in a way that enables them to effectively and efficiently contribute to digital transformation at an organizational level.

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ANALISIS KEBUTUHAN PENDIDIKAN DAN PELATIHAN PEGAWAI NEGERI SIPIL PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA TIDORE KEPULAUAN

Jurnal Administrasi Negara ◽

10.33509/jan.v23i3.36 ◽

2017 ◽

Vol 23 (3) ◽

pp. 124-136

Author(s):

Abdurrahman Abdurrahman ◽

Halim Halim

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Education And Training ◽

Training Needs ◽

Needs Analysis ◽

Organizational Level ◽

Individual Level ◽

And Training

AbstrakPendidikan dan Pelatihan diperlukan untuk mengatasi kesenjangan antara kualitas pelaksanaan tugas dengan standar kualitas minimal yang dibutuhkan, serta untuk meningkatkan kualitas kerja. Penelitian ini bertujuan untuk mengetahui dan menganalisis pelaksanaan analisis kebutuhan pendidikan dan pelatihan bagi Pegawai Negeri Sipil pada Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Tidore Kepulauan. Penelitian ini menggunakan metode kualitatif. Unit Analisis terdiri atas 8 Informan serta dokumen-dokumen yang diperoleh dari BKPSDM Kota Tidore Kepulauan yakni Dokumen Rencana Strategik, Dokumen Laporan Akuntabilitas Kinerja, dan Dokumen Analisis Jabatan. Data dianalisis secara kualitatif. Hasil penelitian memperlihatkan bahwa Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kota Tidore Kepulauan tidak melakukan analisis kebutuhan pendidikan dan pelatihan dengan tepat dan sistematis. Identifikasi kebutuhan pendidikan dan pelatihan di tingkat organisasi hanya ditentukan oleh pimpinan, identifikasi kebutuhan pendidikan dan pelatihan ditingkat pekerjaan hanya menyesuaikan dengan program-program pendidikan dan pelatihan yang ditawarkan oleh penyelenggara dan kebutuhan di tingkat individu hanya diputuskan oleh pimpinan berdasarkan intuisi dan keinginannya. Oleh karena itu, sebaiknya BKPSDM Kota Tidore Kepulauan dalam menentukan bagian atau bidang mana dalam organisasi yang membutuhkan diklat dilaksanakan melalui proses analisis organisasi dengan melakukan wawancara keluar, survai Calon Peserta dan data kepuasan peserta maupun dengan melihat indeks efisiensi.Kata kunci: Analisis Kebutuhan Pendidikan dan Pelatihan, Pengembangan Sumber Daya Manusia, Pemerintah Kota Tidore Kepulauan. Abstract Education and Training are needed to address the gap between the quality of task performance and the minimum quality standards required, as well as to improve the quality of work. The objective of this study is to understand and analyze the implementation of training needs analysis for Civil Servants that was undertaken by The Board of Employee and Human Resource Development of Tidore Kepulauan Municipality. This study uses a qualitative method. Analysis Unit is 8 informants and documents obtained from BKPSDM Tidore Kepulauan Municipality namely Document of Strategic Plan, Document of Performance Accountability Report, Job Analysis Document. Data were analyzed qualitatively. The results of the study show that The Board of Employee and Human Resource Development of Tidore Kepulauan Municipality did not conduct a proper and systematic training needs analysis. The training needs identification at the organizational level is determined solely by the leader, the training needs identification at the job level merely adjusting to the education and training programs offered by the organizers and the individual level needs only decided by the leadership based on intuition and desire. Therefore, it is better to BKPSDM Tidore Kepulauan Municipality in determining which part or field in the organization that need the training done through organizational analysis process by conducting out interview, participant survey and participant satisfaction data as well as by looking at the efficiency index.Keywords: Training Needs Analysis, Human Resource Development, Tidore Kepulauan Municipality.

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Human Resource Development

The Oxford Handbook of Contextual Approaches to Human Resource Management ◽

10.1093/oxfordhb/9780190861162.013.24 ◽

2021 ◽

pp. 519-543

Author(s):

Noreen Heraty

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Organizational Level ◽

Learning And Development ◽

Knowledge And Skills ◽

Individual Level ◽

Evaluation Strategies ◽

Individual Knowledge ◽

Level Of Analysis

This chapter provides an overview of global human resource development (HRD) and highlights some of the key contextual challenges driving increased emphasis on HRD investment. It adopts a multilevel and embedded stakeholder approach to consider explanations of HRD from a variety of perspectives. Definitional aspects of learning and development at the organizational level are first introduced, followed by a deeper consideration of who the different HRD stakeholders might be at each level and what their priorities might include. Trends in the macro context for HRD are then discussed before a review of the organizational-level context of HRD is presented. Drawing on data from successive rounds of the Cranet survey (2004/5, 2009/10, and 2014/15), HRD investment across the countries surveyed is presented, followed by a discussion on needs identification, targeted investment, and common evaluation strategies employed. Throughout, it is emphasized that the significance of HRD extends beyond any individual level of analysis and, increasingly, issues concerned with developing individual knowledge and skills are of global significance as organizations and nations strive to develop their competitive human capital base.

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Growth Mindset for Human Resource Development: A Scoping Review of the Literature with Recommended Interventions

Human Resource Development Review ◽

10.1177/1534484320939739 ◽

2020 ◽

Vol 19 (3) ◽

pp. 309-331 ◽

Cited By ~ 2

Author(s):

Soo Jeoung Han ◽

Vicki Stieha

Keyword(s):

Organizational Development ◽

Human Resource Development ◽

Human Resource ◽

Implicit Theories ◽

Resource Development ◽

Growth Mindset ◽

Organizational Level ◽

Future Research ◽

Organizational Growth ◽

Individual Level

Although the concept of mindsets is relatively ubiquitous in the common press and well-studied in the education literature, the idea of a growth mindset, rooted in implicit theories is less represented in human resource development (HRD) scholarly literature. Given that absence, the purpose of this paper is to investigate the effects of a growth mindset on HRD outcomes. To achieve this purpose, we conducted a scoping literature review including research conducted globally and in a wide variety of organizations. Based on the empirical findings, we discuss three categories of HRD outcomes of mindsets: (a) individual-level outcomes (e.g., work engagement, creativity, task performance, job satisfaction), (b) dyadic-level outcomes (e.g., supervisor-employee relationship and conflict resolution), and (c) organizational-level outcomes (e.g., organizational citizenship behaviors and organizational growth mindset). We synthesize several suggestions for growth mindset interventions emphasizing career development, training and development, and organizational development for HRD practitioners. Research implications and future research suggestions for HRD scholars are presented.

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