Human resource development in Mauritius: context, challenges and opportunities

2016 ◽  
Vol 40 (4) ◽  
pp. 210-214
Author(s):  
Thomas N. Garavan ◽  
Harris Neeliah ◽  
Raj Auckloo ◽  
Raj Ragaven
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Content Type ◽  
Challenges And Opportunities ◽  
Contextual Fit ◽  
Capital Development ◽  
Practical Implications

Purpose The purpose of this paper is to explore human resource development (HRD) in Mauritius and the challenges and opportunities faced by organisations in different sectors in adopting HRD practices. Findings This special issue presents four papers that explore dimensions of HRD in public sector, small- and medium-sized enterprises (SMEs) and tourism organisations. It also reports on human capital development in the Mauritian economy generally. Research limitations/implications There is a paucity of knowledge and understanding on HRD in Mauritian organisations. There is significant scope to further explore the effectiveness of national policies and interventions in enhancing HRD and human capital capability. Practical implications The four papers highlight the important role of organisational champions and of the selection and implantation of HRD practices that are good contextual fit and which can contribute to organisation performance.

Human resource development in Brazil

2016 ◽  
Vol 24 (2) ◽  
pp. 42-44
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Design Methodology ◽  
Resource Development ◽  
Developing Nations ◽  
Point Of View ◽  
Content Type ◽  
Pertinent Information ◽  
Developed Nations ◽  
Practical Implications

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – Globalization has inspired and created numerous questions, including many within the realms of human resource development (HRD). However, the focus of these questions tends to be from the point of view of developed nations and the effect on either their own HRD issues, and rarely consider what the effects are on developing nations and their HRD activities and policies. Yet, these questions should not be pushed to the back of the queue, as the extent to which HRD can progress effectively is dependent on both sides of the equation. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Benchmarking human resource development: an emerging area of practice

2006 ◽  
Vol 27 (6/7) ◽  
pp. 401-410 ◽  
Author(s):  
Ian Smith
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Professional Practice ◽  
Design Methodology ◽  
Resource Development ◽  
Information Services ◽  
Content Type ◽  
Significant Potential ◽  
Practical Information ◽  
Practical Implications

PurposeThe purpose of this paper is to examine the potential for the application of benchmarking to human resource development (HRD) practice in the LIS sector.Design/methodology/approachThis paper outlines the principles of benchmarking, examines dimensions which may be useful in benchmarking HRD and focuses in particular on the potential for the application of benchmarking principles to HRD activity in the library and information services (LIS) sector. Several examples of emergent HRD benchmarking practice in the LIS sector are used to illustrate the application of benchmarking principles and methodologies.FindingsThe paper finds that HRD benchmarking has significant potential to become a powerful tool in ensuring good and improving HRD practice in the LIS sector.Practical implicationsThe paper offers practical information and advice to those considering the application of benchmarking principles and practices to HRD.Originality/valueThe paper examines an emergent area of professional practice in the LIS sector. As such it has particular relevance and applicability to those responsible for planning and managing in that sector.

Critical review on power in organization: empowerment in human resource development

2016 ◽  
Vol 40 (6) ◽  
pp. 390-406 ◽  
Author(s):  
Sung Jun Jo ◽  
Sunyoung Park
Keyword(s):  
Organizational Culture ◽  
Human Resource Development ◽  
Human Resource ◽  
Three Dimensional ◽  
Resource Development ◽  
Employee Empowerment ◽  
Content Type ◽  
Development Interventions ◽  
Empowerment Model

Purpose This paper aims to analyze current practices, discuss empowerment from the theoretical perspectives on power in organizations and suggest an empowerment model based on the type of organizational culture and the role of human resource development (HRD). Design/methodology/approach By reviewing the classic viewpoint of power, Lukes’ three-dimensional power and Foucault’s disciplinary power, we discuss power and empowerment in organizational contexts. Findings Power in organizations can be conceptualized based on the classic view, Foucault and critical view and Lukes’ three-dimensional power. We found that true employee empowerment is related to the third dimension of power. The role of HRD for empowerment can be categorized into enhancing motivation and commitment in terms of psychological empowerment and bringing real power to employees. The proposed empowerment model assumes that organizational culture influences the dimensions of empowerment and the role of HRD for supporting empowerment. Practical implications HRD needs to critically assess the meaning of power in particular contexts (Morrell and Wilkinson, 2002) before planning and implementing specific training and development interventions for performance improvement and/or organization development interventions for innovation. Originality/value This study attempts to review, analyze and discuss issues regarding employee empowerment from HRD perspectives. Implications for the roles of HRD and the empowerment model are proposed.

Human capital, HRD and VET: the case of India

2015 ◽  
Vol 39 (7) ◽  
pp. 586-609 ◽  
Author(s):  
Eduardo Tomé ◽  
Apoorva Goyal
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Secondary Data ◽  
Content Type ◽  
National Market ◽  
Private And Public ◽  
The Government ◽  
And Training ◽  
Practical Implications

Purpose – This paper aims to analyze the role of human capital (HC), human resource development (HRD) and vocational educational and training (VET) in the emerging Indian economy. How may we define the HC, HRD and VET in India? To what extent and how as HRD investments in India contributed to India’s recent economic development? What were the investments and what were the returns? Who invested and who obtained the returns? Is India really different from other countries? Design/methodology/approach – To achieve that goal, the authors use a model of the HC, HRD and VET national market. Specifically, they divide the analysis in four broad stages: stocks, investments and outcomes; supply, demand, price and quantity; needs; and private and public forces. Findings – The authors conclude that the India’s HC, HRD and VET have been growing and will have to grow even more, for India to become developed. Currently, the urgency is even greater in the HRD and VET side than in the education side. The government goals for 2022 are immense, and the raise in the HRD and VET in India that is aimed will effectively change India’s economy and society. Research limitations/implications – The authors only use secondary data. They believe that a deeper and very detailed study on all the States of India could be made, following this paper. Also, the analysis could be replicated for the other BRICS. Practical implications – India HRD and VET market is described as being one of the major India’s problems of today and promises of tomorrow. Social implications – Today, only around ten million of India’s citizens receive HRD and VET annually. This number is to be multiplied between 20 and 50 times. This change will change India’s economy and society. Originality/value – Also, the authors believe that the paper is original because it analyzes India’s HC, HRD and VET with a new conceptual model.

scholarly journals The Effect Of Organizational Culture On Employee Commitment: A Mediating Role Of Human Resource Development In Korean Firms

2016 ◽  
Vol 33 (1) ◽  
pp. 87-94
Author(s):  
Zeinab Inanlou ◽  
Ji-Young Ahn
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resource Development ◽  
Human Resource ◽  
Critical Factor ◽  
Resource Development ◽  
Mediating Role ◽  
The Relationship ◽  
Practical Implications

The purpose of this study is to examine the effect of organizational culture defined as communication, trust, and innovative production on employees’ organizational commitment. Furthermore, we explored the possibility the role of HRD (Human Resource Development) activities in mediating the aforementioned relationship. Using the national employer survey data conducted by Korean government in 2011, the results find that organizational culture, in particular, defined as better communication among superiors and subordinates, trust, and appreciation of innovation from superiors, is positively related to organizational commitment. In addition, firm’s investment in HRD or employee participation in HRD would play a mediating role in influencing the relationship between organizational culture and organizational commitment. Therefore, organizational culture is a critical factor to increase workers’ motivation through the participation in HRD training program, thereby increasing worker’s commitment. The results provide theoretical and practical implications in HRD and its link to organizational culture in organizations. 

Human capital accumulation: the role of human resource development

2001 ◽  
Vol 25 (2/3/4) ◽  
pp. 48-68 ◽  
Author(s):  
Thomas N. Garavan ◽  
Michael Morley ◽  
Patrick Gunnigle ◽  
Eammon Collins
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Human Resource ◽  
Capital Accumulation ◽  
Resource Development ◽  
Human Capital Accumulation

The importance of fostering alignment to ensure sustainable nation building

2016 ◽  
Vol 35 (6) ◽  
pp. 718-734 ◽  
Author(s):  
Grace C. Khoury ◽  
Beverley McNally
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Human Resource ◽  
Large Scale ◽  
Resource Constraints ◽  
Nation Building ◽  
Resource Development ◽  
Capital Theory ◽  
Content Type ◽  
National Human

Purpose – The purpose of this paper is to report on the findings of a study exploring the challenges confronting the provision of human resource development (HRD) in large Palestinian organizations. Design/methodology/approach – A mixed methods approach was used to gather the data. The quantitative data were analysed using statistical programme for social sciences. Qualitative data were analysed using thematic analysis. Findings – The first challenge pertained to the need for large-scale investment in human capital while at the same time facing serious resource constraints. Additional challenges were; the operational nature of the HR function, the limited training and development expertise and the lack of alignment between educational institutions and employers’ needs. Research limitations/implications – This exploratory study provides recommendations for future explanatory research to contribute to the literature examining national human resource development (NHRD) in high-conflict societies. Practical implications – The findings have implications for both policy makers and the HRD profession. There are also implications for the prioritization of development funding. Social implications – There is an identified need for closer alignment between the country’s education system, the needs of the workplace and the HRD function in organizations. The overarching recommendation is that the HRD function be considered from a NHRD and human capital theory perspectives. Originality/value – This study is the first of its type to be conducted in Palestine. The findings highlight the importance of NHRD to the sustainable nation-building process in Palestine.

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