Introduction to Meta-Science in HRD

2019 ◽  
Vol 21 (4) ◽  
pp. 403-408
Author(s):  
John R. Turner
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Future Research ◽  
Special Issue ◽  
Policy Practice ◽  
Potential Problems ◽  
Published Research ◽  
Current Special Issue

The Problem Research matters. Results from research can affect policy, practice, and future research. Taking every precaution to assure that research is conducted ethically, accurately, and correctly is a practice that should be exhibited by all disciplines. Unfortunately, this has not been the case with upward of 40% of published research identified as being nonreproducible. The Solution The first step for any discipline is to be aware that meta-science problems exists and to identify necessary techniques for preventing these problems from occurring. The current Special Issue introduces meta-science to the field of human resource development (HRD) as a step in informing scholars and scholar-practitioners (a) about the potential problems that exists in other disciplines and (b) what steps could be taken to help prevent these problems from occurring in research within the field of HRD. The Stakeholders HRD scholars and scholar-practitioners, collaborators of HRD, researchers, instructors, and students of HRD programs.

Strategic Human Resource Development Alignment

2016 ◽  
pp. 85-100
Author(s):  
Ann Herd ◽  
Meera Alagaraja
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Critical Role ◽  
Resource Development ◽  
Future Research ◽  
Global Marketplace ◽  
Strategic Objectives ◽  
Organizational Learning Culture ◽  
Proposed Model ◽  
And Performance

The critical role of human resource development (HRD) in helping organizations identify and meet their strategic objectives in today's competitive and ever-changing global marketplace is increasingly being recognized by both scholars and practitioners. While many HRD scholars have examined the importance of HRD alignment with the organization's strategic objectives, there exist few conceptualizations of this alignment from the employee's perspective. Drawing on strategic HRD and management “line of sight” literature, the purpose of this chapter is to explore the theoretical conceptualization and a proposed model of employee perceptions of the strategic alignment of HRD in their organizations. Strategic HRD alignment from the employee's perspective is explored, and future research directions are discussed, in relation to strategic HRD, organizational learning culture, perceived investment in employee development, and performance-related outcomes for which HRD scholar-practitioners strive in their quest to facilitate organizational strategic objectives.

Coaching, HRD, and Relational Richness

2014 ◽  
Vol 16 (2) ◽  
pp. 242-257 ◽  
Author(s):  
Toby Egan ◽  
Robert G. Hamlin
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Empirical Research ◽  
Action Learning ◽  
Resource Development ◽  
Special Issue ◽  
Learning And Development ◽  
Line Managers ◽  
Measurement Tools ◽  
Theoretical Foundations

The Problem Coaching is becoming a ubiquitous form of human resource development (HRD) that experiences regular annual gains in both interest and participation. Yet it lacks theoretical framing and has not been conceptually well developed. There is a need for further framing of coaching as a dyadic, or group-based phenomenon, occurring in a set of diverse, but often commonly utilized contexts. The Solution Contributors to this issue inform this growing HRD area by elaborating upon coaching in terms of conceptualization, theoretical foundations, and measurement tools. They provide perspectives on coaching in its many forms, including executive, managerial, and action learning coaching. These perspectives on coaching most often share a dyadic/one-on-one context, and elaborate on coaching practices in terms of interactional richness, learning, and development. The Stakeholders Researchers and scholarly practitioners in the HRD field, internal and external coaches, and line managers who are committed to improving the practice of and expanding empirical research on coaching will benefit from this special issue on coaching.

A Theoretical Literature Review on Adaptive Structuration Theory as Its Relevance to Human Resource Development

2019 ◽  
Vol 21 (3) ◽  
pp. 289-302
Author(s):  
John R. Turner ◽  
Mark Morris ◽  
Imonitie Atamenwan
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
New Technologies ◽  
Structuration Theory ◽  
Resource Development ◽  
Structural Features ◽  
Future Research ◽  
Change Initiatives ◽  
Adaptive Structuration Theory ◽  
Adaptive Structuration

The Problem Adaptive structuration theory (AST) has had little to no attention within the human resource development (HRD) literature. It is important for HRD scholars and scholar-practitioners to be concerned with how new technology initiatives impact both the individual and the organization, equally. Unfortunately, new technologies are often introduced with no consideration of its utility to the agents expected to use these new technologies, causing incompatibilities and productivity losses. The Solution AST views the duality of structure between an organization’s structural features and its human agents. This perspective enables human agents when implementing new technologies and organizational change initiatives. Also, AST provides HRD scholars and scholar-practitioners with new insight into the interactions that take place during these change initiatives, providing support for current and future research efforts. The Stakeholders It would be beneficial for HRD scholars and scholar-practitioners involved with designing, evaluating, implementing, or managing technology in the workplace.

A Multidisciplinary Critical Approach to Measure and Analyze Human Capital Productivity

2019 ◽  
pp. 1110-1132
Author(s):  
Marko Kesti ◽  
Jaana Leinonen ◽  
Antti Syväjärvi
Keyword(s):  
Human Capital ◽  
Organizational Performance ◽  
Human Resource Development ◽  
Human Resource ◽  
Production Function ◽  
Resource Development ◽  
Future Research ◽  
Research Areas ◽  
Performance Development ◽  
Effective Organization

The objectives of the article are, to illustrate the complex dimensions of the relationship between human capital management and organizational performance and to provide insight into new methods for organization development. Methods are a combination of several research areas, including system intelligence, tacit signals, quality of the working life index and the theory of human capital production function. This article presents a holistic approach of multi-disciplinary research that emphasizes the complexity of HRM-Performance and explains why, in some cases, human resource development increases business performance, and in other cases not. Development complexity is more difficult when organizational performance is measured by monetary value. The article presents human capital intangible assets' connection to monetary scorecards using human capital production function, which explains and also makes it possible to predict human resource development payback. This article's methods form a skeleton for future research and give fundamentals for effective organization human capital performance development.

A Multidisciplinary Critical Approach to Measure and Analyze Human Capital Productivity

2016 ◽  
pp. 1-22 ◽  
Author(s):  
Marko Kesti ◽  
Jaana Leinonen ◽  
Antti Syväjärvi
Keyword(s):  
Human Capital ◽  
Organizational Performance ◽  
Human Resource Development ◽  
Human Resource ◽  
Production Function ◽  
Resource Development ◽  
Future Research ◽  
Research Areas ◽  
Performance Development ◽  
Effective Organization

The objectives of the article are, to illustrate the complex dimensions of the relationship between human capital management and organizational performance and to provide insight into new methods for organization development. Methods are a combination of several research areas, including system intelligence, tacit signals, quality of the working life index and the theory of human capital production function. This article presents a holistic approach of multi-disciplinary research that emphasizes the complexity of HRM-Performance and explains why, in some cases, human resource development increases business performance, and in other cases not. Development complexity is more difficult when organizational performance is measured by monetary value. The article presents human capital intangible assets' connection to monetary scorecards using human capital production function, which explains and also makes it possible to predict human resource development payback. This article's methods form a skeleton for future research and give fundamentals for effective organization human capital performance development.

The Unheard, Unseen, and Often Forgotten

2016 ◽  
Vol 15 (4) ◽  
pp. 379-403 ◽  
Author(s):  
Greg Procknow ◽  
Tonette S. Rocco
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Future Research ◽  
Entry Barriers ◽  
Workplace Training ◽  
Organizational Entry ◽  
Work Related ◽  
Disabled Employees ◽  
Post Entry

This structured literature review explores disability issues in human resource development (HRD) to ascertain what research exists and suggest future research. This review identifies the work related to disability issues published in the Academy of Human Resource Development (AHRD) proceedings and the four journals. HRD scholarship, germane to our discussion of disability, has focused on organizational entry barriers, organizational post-entry barriers, career development (CD) and advancement, workplace training for disability inclusiveness, workplace training for disabled employees, and harassment, discrimination, and allegations of discharge-related discrimination.

Human Resource Development within European Social Fund in Poland

2014 ◽  
Vol 33 (3) ◽  
pp. 67-82
Author(s):  
Katarzyna Tracz‑Krupa
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Future Research ◽  
Strategic Objectives ◽  
Theoretical Perspectives ◽  
Systematic Improvement ◽  
European Social Fund ◽  
Social Fund ◽  
Operational Program

The purpose of this article is to demonstrate and illustrate the results of spending meas‑ ures in Poland of European Social Fund (ESF), which supports human resource develop‑ ment and, in particular, the systematic improvement of employee qualification. A start‑ ing point is the presentation of the European Social Fund in Poland. Then the Human Resource Development (HRD) is defined and analyzed from a few theoretical perspectives. In the following part of the article an analysis of progress is made in implementation of the strategic objectives of the Human Capital Operational Program (HCOP) and then the results of the implementation of the European Social Fund in Poland are presented. The final section shows conclusions and future research directions.

Job Crafting and Performance: Literature Review and Implications for Human Resource Development

2018 ◽  
Vol 17 (3) ◽  
pp. 277-313 ◽  
Author(s):  
Jae Young Lee ◽  
Yunsoo Lee
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Empirical Studies ◽  
Resource Development ◽  
Theory And Practice ◽  
Work Design ◽  
Job Crafting ◽  
Future Research ◽  
And Performance ◽  
The Relationship

Although work design is a significant theoretical foundation of human resource development (HRD), it has garnered little attention from researchers in the HRD field. To help remedy this oversight, we review job crafting, which is one of the most recent and significant work design theories. After reviewing 28 empirical studies examining the relationship between job crafting and performance, we discuss future research possibilities and implications for HRD theory and practice. As job crafting has been shown to have a positive relationship with performance, we encourage HRD researchers and practitioners to extend their understanding and application of job crafting.

Application of Equity Theory on Adult Learning

2019 ◽  
pp. 56-84
Author(s):  
Jami Thejanee Perera ◽  
Jayaranjani Sutha
Keyword(s):  
Adult Learning ◽  
Human Resource Development ◽  
Human Resource ◽  
Learning Theory ◽  
Adult Learning Theory ◽  
Equity Theory ◽  
Resource Development ◽  
Future Research ◽  
The Individual

Learning is a complicated process, notwithstanding the fact that the individual learners, particularly adults, are complicated beings. Adult learning is a subject of ever-growing interest. With the changing demographic situation of the developed world, there has been a focus on the concept of lifelong learning. Studying adult learning theory is rapidly growing across the globe in the context of human resource development. The application of equity theory and its impacts are rarely considered in studies of adult learning and human resource development, and the link between the two theories are remains unclear. In fact, the role of equity theory and its impacts are rarely considered in studies of adult learning and human resource development. Hence, through the structured literature review, this chapter explores the role of equity theory in the context of adult learning theory and through that identifies the theoretical gaps and gives suggestions for future research.

Workaholism, Motivation, and Addiction in the Workplace: A Critical Review and Implications for HRD

2019 ◽  
Vol 18 (3) ◽  
pp. 325-348 ◽  
Author(s):  
Sehoon Kim
Keyword(s):  
Literature Review ◽  
Human Resource Development ◽  
Human Resource ◽  
Critical Review ◽  
Resource Development ◽  
Future Research ◽  
Behavioral Motivation ◽  
Practical Development

Despite the wide use of the term workaholism, universally defined as an addiction to work, there is little consensus on this concept and how people become workaholics. This article critically reviews the workaholism literature to reframe the concept of workaholism and to provide implications for human resource development (HRD). Through a literature review, four perspectives were found based on assumptions about behavioral motivation. The motivation and addiction processes in workaholism are discussed, focusing on the theories and characteristics of the workplace. The gaps and omissions are identified in the reviewed research, and a workaholism framework is suggested that emphasizes contextual and behavioral inclusiveness. This review contributes to literature on workaholism by illuminating current divergent opinions on workaholism and guiding future research. The recommendations can also enhance the practical development of individuals and organizations that currently or potentially face excessive work issues.

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