Measure human capital because people really matter: development and validation of human capital scale (HuCapS)

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rinki Dahiya ◽  
Juhi Raghuvanshi
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Human Resource ◽  
Factor Structure ◽  
Manufacturing Sector ◽  
Validity And Reliability ◽  
Content Type ◽  
Psychometric Instrument ◽  
Indian Manufacturing Sector ◽  
Hrd Professionals

PurposeNotwithstanding the findings of several published articles on human capital, there is scarcity of a comprehensive instrument to measure it. In this direction, the objective of present research is to develop a valid and reliable scale to assess human capital.Design/methodology/approachThis research was divided into two parts. Study 1 focused on literature review of human capital measures, development of items and exploring the factor structure of human capital construct on a sample of 184 employees. Study 2 was based on the survey of 212 employees, and reliability assessment and confirmatory factor analysis was performed to validate the factor structure of human capital construct.FindingsThe findings can be summarized in two ways. Study 1 present that human capital scale is multidimensional consisting of employee capability, leadership and motivation, employee satisfaction and creativity. The findings of study 2 confirms the validity and reliability of three factor structure of human capital construct consisting of 18 items in total.Practical implicationsThe study provides a multidimensional psychometric instrument which can help in measuring the human capital of the organization from the perspective of capabilities, satisfaction and creativity and leadership and motivation. Moreover, it can serve as an aid to human resource (HR) and human resource development (HRD) professionals for human capital assessment in the organizations.Originality/valueThis study provides a measure to assess human capital in Indian manufacturing sector organizations that makes a novel contribution to the area.

Embracing the sobering reality of technological influences on jobs, employment and human resource development

2018 ◽  
Vol 42 (7/8) ◽  
pp. 400-416 ◽  
Author(s):  
Szufang Chuang ◽  
Carroll Marion Graham
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Design Methodology ◽  
Resource Development ◽  
Comprehensive Review ◽  
Content Type ◽  
Technological Unemployment ◽  
Human Skills ◽  
Hrd Professionals ◽  
Work Structure

PurposeThis paper aims to provide a sobering and unique view of technological unemployment and job changes by identifying endangered jobs and skills, as well as the essential up-skills critical to employees’ performance, which cannot be replaced by technology.Design/methodology/approachA systematic literature review, used because it is replicable, transparent, and scientific, was implemented to examine the current and future technological influences on employment, job outlook, work structure, and human resource development (HRD).FindingsThe study concludes that HRD professionals should promptly reexamine their social responsibility relative to the technological influence on workers by focusing developmental efforts on employees’ human skills while assisting workers’ transition to a skill-polarized workplace. HRD professionals should play a major role in facilitating employees’ coexistence with robots in the workplace.Originality/valueWhile recognizing the valuable contributions of previous researchers with similar concerns, this comprehensive review provides an amalgamated and updated view, which reveals the escalating and combined challenges of a skill-polarized workplace, a tendency of technological unemployment for those positioned in middle-skill jobs, and an increased demand for employees with a higher level of human skills.

Gender-segregated labour spaces and social capital – does context matter?

2018 ◽  
Vol 42 (3/4) ◽  
pp. 226-245 ◽  
Author(s):  
Corina Sheerin ◽  
Caitriona Hughes
Keyword(s):  
Social Capital ◽  
Labour Market ◽  
Human Resource Development ◽  
Human Resource ◽  
Capital Accumulation ◽  
Support Network ◽  
Investment Management ◽  
Content Type ◽  
Hrd Professionals

Purpose This research aims to explore the role of social capital and specifically networks in role, and career development for women within two very distinct gender-segregated contexts of the labour market, namely, investment management and human resource management (HRM). Design/methodology/approach This research is qualitative in nature, underpinned by an interpretivist philosophical stance. Thematic analysis is used to analyse the findings from 32 in-depth interviews with HR and investment management managers. Findings The findings advance our understanding of social capital and its development as a social process, which differs according to labour market contexts. The results indicate divergence among participants regarding how they access networks as well as the perceived role and benefits of networking and social capital accumulation in their career and personal development. Practical implications For human resource development (HRD) practitioners, there are implications in relation to the need to tailor development and support structures cognisant of the occupational context. Specifically, the findings of this study indicate the acute need to support network access for those “outsider” women in male-dominated spaces. A need to enhance awareness of the benefits of networks to both organisations and employees across the labour market is warranted. For organisations, networks underlie social capital accumulation, which in turn increases efficiency and generates business solutions. For the employee, networks are an important self-development and career advancement tool. Such connections need to be supported and developed. Within patriarchal spaces particularly, HRD professionals need to provide support to women in extending their networks both within and outside the organisation. Originality/value This research makes an essential contribution to the literature by examining the influence of context in the development of social capital within two polarized labour market locations. The findings highlight the difficulties women face when developing social capital in investment management in contrast to the relative ease, which HRM professionals experience. Such findings also bring to light the essential role of HRD professionals as advocates for change in such contexts.

HUMAN RESOURCE PRACTİCES AND HUMAN CAPİTAL: EVİDENCE FROM INDİAN MANUFACTURİNG SECTOR

2021 ◽  
Vol 6 (11) ◽  
pp. 385-392
Author(s):  
Ajay Solkhe ◽  
Devender Singh Muchhal ◽  
Vikram Singh
Keyword(s):  
Human Capital ◽  
Performance Evaluation ◽  
Human Resource ◽  
Crucial Role ◽  
Manufacturing Sector ◽  
Evaluation Process ◽  
Vital Role ◽  
Hr Practices ◽  
Business Goals ◽  
Indian Manufacturing Sector

Human Capital plays the most vital role to any organization for achieving diversified business goals in today’s scenario. Also, the HR practices followed in Indian organization plays a very crucial role for the organizational success. The present study was designed to study the nature and pattern of relationship between Human Capital and HR practices (Compensation, Performance Evaluation process & promotion) of the employees working in manufacturing sector. Questionnaires consisting of 19 items (Human Capital) and 15 items (HR Practices) were used. The findings of the present study reveals that Human Capital followed in Indian Industry are correlated positively with the HR Practices.

Leveraging human resource development expertise to improve supply chain managers' skills and competencies

2013 ◽  
Vol 38 (1/2) ◽  
pp. 118-135 ◽  
Author(s):  
Alexander E. Ellinger ◽  
Andrea D. Ellinger
Keyword(s):  
Supply Chain ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Short Supply ◽  
Content Type ◽  
Skill Sets ◽  
Chain Processes ◽  
Conceptual Paper ◽  
Hrd Professionals

Purpose – There is an ongoing shortage of talented supply chain managers with the necessary skills and business-related competencies to manage increasingly complex and strategically important supply chain processes. The purpose of this paper is to propose that organizations can create and maintain competitive advantage by leveraging the expertise of human resource development (HRD) professionals to provide a range of developmental and change-oriented interventions related to critical supply chain manager skill sets that are currently in short supply. Design/methodology/approach – This is a conceptual paper. Findings – This is a conceptual paper. Practical implications – Supply chain management (SCM) decisions significantly influence financial performance since firms expend up to 75 percent of their revenue on supply chain activities. HRD professionals' intervention capabilities in training and development, organizational development and change management uniquely equip them to disseminate a deeper and broader understanding of the SCM concept within organizations, to help prioritize the development of supply chain managers and to address the complex interpersonal issues associated with helping people to work together collaboratively to foster operational innovation and make increasingly complex supply chain processes function effectively. Originality/value – The requisite skill sets for effective supply chain managers are described, linkages between HRD and SCM are highlighted, and areas of HRD professionals' expertise that can be exploited to better develop supply chain managers' skill sets and competencies are considered.

Validity and reliability of lean product development frameworks in Indian manufacturing industry

2014 ◽  
Vol 18 (4) ◽  
pp. 27-53 ◽  
Author(s):  
Naga Vamsi Krishna Jasti ◽  
Rambabu Kodali
Keyword(s):  
Product Development ◽  
Frequency Distribution ◽  
Empirical Data ◽  
Manufacturing Industry ◽  
Manufacturing Sector ◽  
Distribution Analysis ◽  
Validity And Reliability ◽  
Content Type ◽  
Lean Product Development ◽  
Indian Manufacturing Sector

Purpose – The purpose of the article is to identify suitable existing lean product development (LPD) framework that is useful to implement in Indian manufacturing industry. The number of successful products is one of the most deciding factors in any organization revenue. Lean principles can be applied across product development processes to eliminate waste activities. Thus, to fulfill the objective, the present study has performed validity and reliability analysis on the existing LPD frameworks with the help of empirical data collected from Indian manufacturing sector through a survey questionnaire methodology. Design/methodology/approach – The empirical data was collected from 180 manufacturing organizations from Indian manufacturing sector. The study has gathered the empirical data from respondents from top and middle level personnel. Factor analysis was conducted on the collected empirical data to find the unidimensionality of the each framework. Reliability of each individual framework was determined through Cronbach’s alpha value. Finally, the frequency distribution analysis was performed to find familiar constructs in the selected frameworks sorted on the basis of validity and reliability analysis. Findings – The present study found that only eight LPD frameworks have displayed unidimensionality with respect to the construct, i.e. the LPD it measures. The study also found that those eight frameworks have displayed a high level of reliability. Further, the study tried to find the most familiar constructs from the selected eight frameworks by applying frequency distribution analysis. The frequency distribution analysis has identified that most of the constructs have showed a high value in terms of mode and mean. The study also concluded that there is a need to develop a new LPD framework, which is suitable to fulfill the requirements of Indian manufacturing industry, as well as global manufacturing industry. Research limitations/implications – The study collected empirical data from 180 organizations and all of the respondents were restricted from Indian manufacturing industry. Hence, the study believes that there is a chance some more amplification before being generalizes over across the sectors and countries. Originality/value – The main objective of the present article is to find out the suitability of the existing LPD frameworks to Indian manufacturing sector. The study also anticipates that the products development managers and executives may collect complete information on the existing LPD frameworks and also a chance to executing proper suitable framework in the respective manufacturing organization.

COVID-19 and the new forms of employment relationship: implications and insights for human resource development

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Salima Hamouche ◽  
Zakariya Chabani
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Design Methodology ◽  
Resource Development ◽  
Well Being ◽  
Training And Development ◽  
Employment Relationship ◽  
Health Crisis ◽  
Content Type ◽  
Hrd Professionals

Purpose The labor market has witnessed the increase of the new forms of employment relationship (freelancers, contingent workers, and gig workers) due to the COVID-19 outbreak, generating new workforce patterns that represent a significant challenge for human resource development (HRD) professionals in organizations. Studies that have addressed these new forms of employment relationship and HRD during this pandemic are sparse. This paper aims to broaden the scope of HRD research by exploring the implications of these new forms of employment relationship for HRD in the time of COVID-19. It also provides insights for HRD professionals as well as governments into how to address this challenge. Design/methodology/approach This paper is a viewpoint that addresses the new workforce patterns generated by the COVID-19 pandemic and their implications for HRD at the organizational, individual and national levels. Findings COVID-19 sheds light on the importance of atypical workers who can create a competitive advantage for organizations, ensure their continuity and significantly benefit national and societal well-being in times of health crisis. However, these atypical workers are often overlooked when it comes to training and development. Whence the importance, for HRD professionals and governments, to address their situation and to integrate them into organizational and national HRD plans and programs, by going beyond traditional models of HRD which focus mainly on standard employees. Originality/value This paper examines a relatively unexplored topic. Besides examining the implications of the new forms of employment relationship, for HRD, it provides insights for HRD professionals and governments into how to address the challenges related to these new forms of employment relationship.

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.

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.

A Synthesis of New Perspectives on Virtual HRD

2014 ◽  
Vol 16 (3) ◽  
pp. 391-401 ◽  
Author(s):  
Rochell R. McWhorter
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Technology Development ◽  
Training And Development ◽  
Virtual Human ◽  
Special Issue ◽  
Organizational Mission ◽  
Hrd Professionals ◽  
Contemporary Technology

The Problem A number of new perspectives of virtual human resource development (VHRD) have been provided in this issue of Advances in Developing Human Resources ( ADHR) that warrant further discussion. As VHRD is still a nascent area of inquiry in HRD, professionals need more explanatory examples and solutions to consider for determining their own role in working with people and technology. The Solution This article offers a synthesis of key constructs of VHRD from the articles in this special issue. Also, it provides a discussion around two different modes of technology development (TD) needed by HRD professionals in the contemporary technology-enabled environment afforded by VHRD. And, the integration of TD in addition to career development, training and development, and organization development is essential to the future of HRD and is discussed herein. The Stakeholders This article targets primarily practitioners interested in VHRD interventions and processes. It encourages the reader to examine the commonalities across the articles in this issue of ADHR and also to consider the new skills required for HRD professionals when seeking to align organizational mission with all levels of the organization.

Career indecision: an integrative review and research agenda

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xinyi Bian
Keyword(s):  
Human Resource Development ◽  
Design Methodology ◽  
Career Indecision ◽  
Integrative Review ◽  
Initial Attempt ◽  
Content Type ◽  
The Past ◽  
Current Review ◽  
Analytical Review ◽  
Hrd Professionals

Purpose The current review sought to bring light to the issue of an underexplored career phenomenon – career indecision. Career indecision is a significant developmental stage in one’s career life and has been a prominent topic in vocational psychology research in the past decades. However, it has received scant scholarly attention in the human resource development (HRD) field. Besides, the career indecision literature, in general, is lacking theoretical refinement and analytical review. The present study aims to stimulate HRD scholars’ interests by providing an introductory context for understanding the richness and potentialities of researching career indecision in the HRD area. Design/methodology/approach To address the gap, the author conducted an integrative review (Torraco, 2005, 2016) of 60 peer-reviewed articles and synthesized the existing knowledge of career indecision. More importantly, antecedent and outcome factors associated with career indecision were identified and analyzed. Findings A nomological network about career indecision was provided. Besides, the results of the integrative review revealed several omissions in the career indecision literature. Building upon that, implications for HRD research and practice are presented and discussed. Originality/value As an initial attempt to synthesize career indecision literature, this study sought to stimulate HRD professionals’ interest in examining this underexplored career phenomenon.

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