People capability

2016 ◽  
Vol 11 (3) ◽  
pp. 811-841 ◽  
Author(s):  
Seyyed Amin Terouhid ◽  
Robert Ries
Keyword(s):  
System Dynamics ◽  
Human Resource Development ◽  
Human Resource ◽  
Organizational Capabilities ◽  
Workforce Management ◽  
Content Type ◽  
Organizational Excellence ◽  
Construction Organizations ◽  
Capability Building ◽  
And Training

Purpose This paper aims to find out how construction organizations can achieve excellence and enhance excellence through knowledge and workforce management. The combination of knowledge and workforce management, referred to here as the People Capability, is the key area of concern in this study. Design/methodology/approach The European Foundation for Quality Management (EFQM) model of organizational excellence is used as the basis for organizational excellence assessment and system dynamics is used as the modeling tool. Scenario analysis is conducted to identify the enabling factors that are more significant for organizational excellence, as well as how these factors operate and interact. Findings Based on the outcomes of the model, human resource development and training is the most important enabling factor that enhances organizational capabilities. Both workforce management and knowledge management are key components of People Capability, and they play crucial roles in the performance of construction firms. There is a high degree of dependence on these two components. Human resource development and training affect all capability areas and are key to the effective implementation of capability building programs. Originality/value Organizations might have various options in choosing different policies, and those policies can be planned and expressed in different manners and scales. How can an organization determine which scenarios end up producing desired performance results? Simulation techniques, especially system dynamics, have been used to answer these types of questions due to their ability to model causal relationships among various system components. The results of this research can help construction organizations identify effective knowledge and workforce management policies and capability-building programs that improve their organizational capabilities.

scholarly journals Training and development at BPOLAND

2012 ◽  
Vol 2 (8) ◽  
pp. 1-13 ◽  
Author(s):  
Malik Ashish ◽  
Fitzgerald Martin
Keyword(s):  
Learning Outcomes ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Subject Area ◽  
Content Type ◽  
Development Management ◽  
Organisational Capabilities ◽  
And Training

Subject area Human resource development/management and change management. Study level/applicability The case is suitable for final year undergraduate human resource development/management or specialist HRM Master's programs (strategic HRM/HRD). Case overview The case study highlights the challenges of managing change and growth in India's dynamic business process outsourcing sector. The choice of a large and complex organisation brings to the fore the complexity of decision making and how various factors shape the development of critical organisational capabilities and training provision. Expected learning outcomes Depending on the level of the class and the emphasis, one or more of the following learning outcomes can be achieved from this case study. Following thecase analysis, students should be able to: discuss the key challenges faced by BPOLAND; identify and analyse the various influences of internal and external factors on training provision; understand the importance of forging partnerships with key functional groups for shaping training and organisational capabilities; analyse the dynamic interactions between the various factors and training provision; analyse the relationship between BPOLAND's competitive strategy and its training choices (make versus buy); evaluate the role of training in developing organisational capabilities; and strategise a way forward for the person responsible for learning and development. Supplementary materials Teaching notes are available; please contact your librarian for access.

Organizational sustainability excellence of construction firms – a framework

2016 ◽  
Vol 11 (4) ◽  
pp. 911-931 ◽  
Author(s):  
Seyyed Amin Terouhid ◽  
Robert Ries
Keyword(s):  
Knowledge Management ◽  
Human Resource Development ◽  
Organizational Sustainability ◽  
Detailed Model ◽  
Content Type ◽  
Construction Firms ◽  
Sustainability Performance ◽  
Organizational Excellence ◽  
Construction Organizations ◽  
Organizational Maturity

Purpose This paper aims to propose a modeling and decision-making framework for organizational sustainability excellence of construction firms. This research aims to find how construction organizations can achieve excellence in terms of corporate sustainability. Design/methodology/approach This paper first reviews the literature of organizational sustainability maturity, and then differentiates its approach by focusing on organizational sustainability excellence. Organizational maturity and organizational excellence in sustainability are two approaches to organizational performance management that aim to improve organizational sustainability performance. Findings After a detailed model design and development process, models were run and sensitivity analysis was performed. After running various scenarios, it was shown that both workforce management and knowledge management are key components of People Capability, and they play crucial roles in the viability and sustainability performance of construction firms. Therefore, human resource development and training affect all capability areas of construction organizations without which no capability-building programs can be planned and implemented effectively. Practical implications Organizational excellence focuses on organizational resources, capabilities and knowledge management to determine what is driving the long-term success of organizations, whereas the organizational maturity focuses on organizational processes. This paper presents a modeling approach that can facilitate the process of policy verifications in organizations. Originality/value Organizations may have various options in choosing different policies, and those policies can be planned and expressed in different manners and along different scales. How can an organization determine which scenarios end up producing the desired performance results? The proposed framework presents a practical methodology that can result in the assessment of organizational excellence methodologies.

Ethics, corporate social responsibility and the role of human resource development: the academic experts’ view

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Amin Alizadeh ◽  
Deepu Kurian ◽  
Shaoping Qiu ◽  
Khalil M. Dirani
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resource Development ◽  
Human Resource ◽  
Sampling Technique ◽  
Resource Development ◽  
Structured Interview ◽  
Academic Programs ◽  
Content Type ◽  
Corporate Social

Purpose The purpose of this study is to get the perspectives of human resource development (HRD) scholars about connections among HRD, corporate social responsibility sand ethics. The authors also sought to discover if HRD academic programs need to have ethics-related courses for their graduate students. Design/methodology/approach In this paper, the authors reviewed the literature and interviewed ten HRD scholars who substantially contributed to the field of HRD and have influential publications related to ethics or corporate social responsibility to find out the relationship between HRD, ethics and corporate social responsibility. A semi-structured interview method was adopted to collect data and purposeful sampling technique was used for analyzing data into identified themes. Findings The results from the interviews were categorized into seven different themes. While some scholars argued that ethics-related discussion needs to be integrated within every course, most scholars stated that ethics can be a required standalone course for HRD graduate programs. Originality/value Despite ongoing consideration of the ethical nature of HRD, little research has been conducted on how ethics and corporate social responsibility are represented in the field of study and practice. To the best of the authors’ knowledge, this study is the first empirical paper in HRD that collected and analyzed experts’ perspectives in this topic.

National human resource development in China: government–industry–university relations and roles

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bo Fang ◽  
Panpan Zhang ◽  
Sehoon Kim
Keyword(s):  
Literature Review ◽  
Human Resource Development ◽  
Human Resource ◽  
Triple Helix ◽  
Critical Role ◽  
Resource Development ◽  
Content Type ◽  
Triple Helix Model ◽  
National Human ◽  
The Government

Purpose The purpose of this paper is to explore recent national human resource development (NHRD) practices in China through a literature review focusing on programs and activities that represent the roles and interactions among the government, industry and universities. Design/methodology/approach To effectively consolidate previous work and conceptualize the recent development of the NHRD practices in China, a semi-narrative literature review was used to explore and analyze NHRD-related functions and activities. Findings Findings from the literature review showed that although the central government still plays a predominant role in China, universities and corporations are increasingly playing a critical role in developing an innovative and skilled workforce. At the regional level, NHRD initiatives in China have been increasingly undertaken by universities, industry and government–industry–university collaborations. The authors also found a disparity between developed and underdeveloped regions in terms of NHRD in China. Research limitations/implications This study used the triple helix model as a framework that provides an insightful lens for researchers to examine how various social entities interact with each other and jointly contribute to NHRD. Further case studies are needed to generate evidence-based knowledge to the NHRD literature. Practical implications A more systematic NHRD leadership structure at both the national and local level is desired to unleash the potential of bottom-up development and active government–industry–university collaboration. To counter regional divergence in NHRD in China, intra- and cross-regional collaborations are helpful in improving resources distribution and workforce development. Originality/value Based on open system theory, this study focused on programs and activities that represent the roles and interactions among the government, industry and university in Chinese NHRD through the lens of the triple helix model. In addition, this study offers a conceptual model of Chinese NHRD to help scholars and practitioners understand the transitional efforts in NHRD.

Work values: a latent class analysis of Korean employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jinju Lee ◽  
Yunsoo Lee ◽  
Soo Jung Kim ◽  
Ji Hoon Song
Keyword(s):  
Latent Class Analysis ◽  
Human Resource Development ◽  
Human Resource ◽  
Work Values ◽  
Latent Class ◽  
Assessment Tool ◽  
National Level ◽  
Class Analysis ◽  
Content Type ◽  
Class 1

PurposeThe purpose of this study is to identify latent classes of work values that influence the career choices of Korean workers through a person-centred approach. Because work values may be diverse in individuals, investigating the various combinations of those values will help understand individual's decisions to take, maintain and leave a job.Design/methodology/approachThe authors used a total of 15,103 datasets collected at the national level in South Korea. Data were analyzed by using latent class analysis (LCA); a three-step approach was employed to address classification.FindingsAs the results of this study, Class 3, “seeking balanced work values rather than income,” presented the highest level of job satisfaction, whereas Class 1, “seeking job security and income,” exhibited the lowest.Originality/valueEmploying an assessment tool to identify the distinct combinations of work values that individuals possess and then providing them with appropriate training and development programs and customized Human Resource (HR) policies aligned with the classes will be essential tasks for HRD (Human Resource Development)/HRM (Human Resource Management) practitioners.

scholarly journals The contribution of human resource development managers to organisational branding in the hotel industry in India and South East Asia (ISEA): a dynamic capabilities perspective

2020 ◽  
Vol 43 (1) ◽  
pp. 131-153
Author(s):  
Adebayo Serge Francois Koukpaki ◽  
Kweku Adams ◽  
Adegboyega Oyedijo
Keyword(s):  
East Asia ◽  
Human Resource Development ◽  
Human Resource ◽  
Dynamic Capabilities ◽  
Hotel Industry ◽  
Resource Development ◽  
South East Asia ◽  
Quality Service ◽  
Content Type ◽  
Dynamic Capabilities Perspective

PurposeThis research explores the significant contribution of human resource development (HRD) managers in building organisational brands in the hotel industry through the lenses of dynamic capabilities for sustaining competitiveness.Design/methodology/approachUsing a qualitative case study design, this study deployed a semi-structured interview research method. It used a purposive sample of 20 HRD managers across twenty different hotels in India and South East Asia (ISEA) to explore their contribution to organisational brands. The data was analysed using thematic analysis.FindingsThe findings show the significance of HRD in building organisational brands. From a dynamic capabilities perspective, it was found that HRD has an impact on fostering brand awareness culture; HRD functional branding enhances the creation and sustaining of quality service culture; functional branding of HRD helps differentiate the brand and quality service, for product development and innovation by linking talent development and growth of key competencies and capabilities; brand training and behavioural training directly influence the right behaviour knowledge and effective communication that is translated into the enhancement of guest experience; and finally, organisational branding through branding culture and employer branding creates organisational wealth.Originality/valueThe authors propose a new conceptual framework for the branding of the Heroes to reclaim the HRD's splendour in the realm of other functions in the hotel industry in ISEA contexts. While the authors do not claim an external generalisability, we believe that an analytical application of this framework could be relevant in similar environments. The study also claims that HRD practitioners could use parallel literature repertoires from brand management discourse to value their strategic contributions in building and maintaining their reputational position at the board level. Practical implications and further research are discussed.

The role of environmental management control systems for ecological sustainability and sustainable performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shafique Ur Rehman ◽  
Anam Bhatti ◽  
Sascha Kraus ◽  
João J. M. Ferreira
Keyword(s):  
Environmental Management ◽  
Management Control ◽  
Organizational Capabilities ◽  
Equation Modeling ◽  
Ecological Sustainability ◽  
Content Type ◽  
Sustainable Performance ◽  
Construction Organizations ◽  
Environmental Strategies

PurposeThe purpose of this study determines how environmental management control system (MCS) packages influence ecological sustainability and sustainable performance through the mediating role of environmental strategies. Furthermore, this applies organizational capabilities as moderating variables between environmental strategies, ecological sustainability and sustainable performance in a sample of 373 construction firms.Design/methodology/approachThe authors apply quantitative questionnaire data from construction firm representatives (from project, sales and construction managers and contract managers, executive directors and engineers) to structural equation modeling and SmartPLS for our analysis.FindingsThe results demonstrate that recourse to environmental MCS packages significantly influence ecological sustainability, sustainable performance and environmental strategies. Additionally, environmental strategies and organizational capabilities significantly influence ecological sustainability and sustainable performance. Moreover, environmental strategies mediate between environmental MCS packages, ecological sustainability and sustainable performance. Organizational capabilities significantly moderate the relationship between ecological sustainability and sustainable performance.Practical implicationsThis research highlights the issue of how the management of construction organizations deploy environmental MCS packages, organizational capabilities and business strategies to measure ecological sustainability and improve their sustainable performance. This study fills a gap in the literature and facilitates the management of construction organizations in strengthening their internal resources in terms of environmental MCS packages, environmental strategies and organizational capabilities able to help improve their ecological sustainability and sustainable performance.Originality/valueThere are few studies building theoretical frameworks for incorporating environmental MCS packages, organizational capabilities, environmental strategies, ecological sustainability and sustainable performance into a single study. Although the influence of various types of intangible resources on ecological sustainability and sustainable performance receive considerable examination in the literature, there is a dearth of attention paid to understanding the role of environmental MCS packages, environmental strategies and organizational capabilities in determining the ecological sustainability and sustainable performance of construction organizations.

Comparative advantages of school and workplace environment in skill acquisition

2017 ◽  
Vol 5 (1) ◽  
pp. 6-29 ◽  
Author(s):  
Thomas Bolli ◽  
Ursula Renold
Keyword(s):  
Human Resource ◽  
Skill Acquisition ◽  
Organizational Design ◽  
Business Processes ◽  
Soft Skills ◽  
Tertiary Education ◽  
Education And Training ◽  
Optimal Choice ◽  
Content Type ◽  
And Training

Purpose The purpose of this paper is to shed light on the questions as to how important skills are; which skills can best be learned at school, and which skills can be acquired better in the workplace. Design/methodology/approach The authors exploit data from a survey among professional tertiary education and training business administration students and their employers in Switzerland. Findings The authors find that skills used in the business processes strategic management, human resource management, organizational design, and project management are most suitable to be taught in school. However, the results further suggest that soft skills can be acquired more effectively in the workplace than at school. The only exceptions are analytical thinking, joy of learning and organizational soft skills, for which school and workplace are similarly suitable. Practical implications The paper provides empirical evidence regarding the optimal choice of the learning place for both human resource managers as well as educational decision makers who aim to combine education and training, e.g. in an apprenticeship. Originality/value Little evidence regarding the optimal learning place exists.

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