Self-Compassion and Resilience at Work: A Practice-Oriented Review

The Problem A key challenge for human resource development (HRD) scholars and practitioners is to understand the individual competences that can be trained and developed to enhance employee resilience at work. Empirical evidence has been accumulated on the benefits of self-compassion—that is, a set of malleable states that can be developed through HRD interventions—for individual resilience, as well as on the factors that can strengthen self-compassion in organizations. Nonetheless, limited efforts have been devoted to translate this critical scientific knowledge into evidence-based, practical insights that could guide the implementation of effective human resource development practices to develop self-compassion and, thereby, increase resilience in organizations. The Solution This article presents a practice-oriented literature review of the benefits of self-compassion for resilience at work. The relationship between self-compassion and resilience at work, as well as the specific workplace factors that foster growth are outlined for practical implications in the workplace. Facilitators are identified as (1) personal factors (i.e., experience of stress and level of self-awareness), (2) contemplative trainings, and (3) leadership styles and listening styles. This article provides evidence-based practical recommendations for the implementation of these factors and of self-compassion in organizations for increased resilience. The Stakeholders Stakeholders of this practice-oriented review are employees (especially those exposed to highly stressful job conditions) and their leaders, human resource developers in charge of setting the development of training and developmental processes to enhance self-compassion and resilience, and HRD research scholars interested in advancing current literature on self-compassion and resilience at work.

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An Analysis on Human Resource Development Culture and Climate of Chemical Based Public Sector Enterprises in Kerala, India

International Journal of Computer Applications Technology and Research ◽

10.7753/ijcatr1006.1001 ◽

2021 ◽

Vol 2021 (6) ◽

pp. 132-135

Author(s):

Balakrishnan A ◽

Dr. KVM Varambally

Keyword(s):

Public Sector ◽

Human Resource Development ◽

Human Resource ◽

Deep Structure ◽

Positive Culture ◽

Resource Development ◽

The Individual ◽

The Impact ◽

Culture And Climate

The impact of Globalization creates a competitive horizon with new markets, new products, new mindsets, new competencies, and new ways of thinking about business. As an outcome of this, the market places become more complex, uncertain, competitive, and transformational. In this era, the major challenge faced by any organization is to maintain a peaceful as well positive culture and climate inside the organization. The human resource development climate of an organization plays a significant role in ensuring the competency, motivation, and development of its employees. Here the term climate denotes the quality of the internal environment. It influences morale and the attitudes of the individual toward his work and his environment. Culture refers to the deep structure of organizations, which is rooted in the values, beliefs, and assumptions held by organizational members. The study was aimed to analyze the Human Resource Development culture and climate of chemical-based public sector enterprises in Kerala. The results indicated that the Human Resource Development climate in an organization is average and the perception of employees regarding Human Resource Development culture and climate does not differs significantly based on age, job approval status, and qualification. But it differs significantly based on gender and experiences.

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Application of Equity Theory on Adult Learning

Workforce Coaching, Mentoring, and Counseling - Advances in Human Resources Management and Organizational Development ◽

10.4018/978-1-5225-9235-8.ch003 ◽

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.

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Role of Government in Developing Human Resource – Proposing-An Instrument for Improvement at Public Sector Organizations

NICE Research Journal ◽

10.51239/nrjss.v0i0.79 ◽

2019 ◽

pp. 12-24

Author(s):

Akbar Ali ◽

M Junaid Hussain ◽

Mustafa Jan ◽

N R Khan

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Research Effort ◽

Resource Development ◽

Role Of Government ◽

Human Genes ◽

Quality Assurance Mechanism ◽

International Diplomacy ◽

The Individual

South Asia is a land of wonderful people and innumerable natural resources. Be it agriculture to textile, be it a sport to international diplomacy and be it a tactical force to strategic weapons, Pakistan has been bestowed with a unique blend of human genes, soil and spirit. Nevertheless, as with every Great Nation, the challenges are also huge. Among them, challenges of managing population and employing the versatile human resource are of grave importance. This paper is a humble research effort which endeavors to compile the individual, yet functional, human resource organizational components already established one. The greatest challenge to Human Resource Development in Pakistan is that it does not maintain any institution to regulate human resources. Secondly, Pakistan has insignificant legislation for workforce management. The third Human Resource challenge, now being faced is a wide gulf between HR industry and academia. On the other hand, HRM has spread in all the arteries of business development world compared to the corporate world of 1980s. Finally, this paper proposes measures to be taken, under Government patronage, for ensuring sustainable Human Resource Development. These measures include formulation of a strategic HRD policy, making HR department a mandatory organ in every commercial and military undertaking, specifying key roles of every HRD player, continuous review of HRD policy and effective HRD quality assurance mechanism.

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The Role of Swift Trust in Virtual Teams and Implications for Human Resource Development

Advances in Developing Human Resources ◽

10.1177/1523422314532097 ◽

2014 ◽

Vol 16 (3) ◽

pp. 356-370 ◽

Cited By ~ 29

Author(s):

Marie-Line Germain ◽

David McGuire

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Virtual Teams ◽

Resource Development ◽

Organizational Structures ◽

Team Members ◽

Trust Development ◽

Technological Barriers ◽

Swift Trust ◽

The Individual

The Problem The combination of flatter organizational structures, globalization, cost-saving initiatives, and the increased emphasis on knowledge sharing has been a contributor to the use of virtual teams in U.S. organizations. The Solution To perform efficiently in a virtual environment, team members must develop swift trust, which does not come inherently with team membership. Understanding the individual, team, organizational, and technological barriers affecting the development of swift trust is critical to an appreciation of how such barriers can be overcome. The Stakeholders In this article, we indicate how virtual human resource development (VHRD) can assist virtual teams, managers, and HR professionals overcome swift trust development barriers. The intended audience for this article includes HRD scholars, scholar-practitioners, practitioners, and students interested in understanding how trust is fostered in virtual teams and how HRD practitioners can make a valuable contribution to the effectiveness of virtual teams.

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Alternative classification framework for engineering capability enhancement

Journal of Workplace Learning ◽

10.1108/jwl-10-2013-0083 ◽

2015 ◽

Vol 27 (1) ◽

pp. 68-90 ◽

Cited By ~ 1

Author(s):

Mana Patamakajonpong ◽

Tirapot Chandarasupsang

Keyword(s):

Quality Improvement ◽

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Capability Maturity Model ◽

Maturity Model ◽

Maturity Level ◽

Content Type ◽

Capability Maturity ◽

The Individual

Purpose – This paper aims to present an alternative practical framework to classify the skill and knowledge of the individual trainees by comparing it with the expert in an organization. This framework gives the benefit to the organization in order to know the ability level of the personnel and to be able to provide the personnel development method both in academic learning and workplace learning. Design/methodology/approach – This research develops the framework based on relevant methodologies. Competency-Based Development is applied to investigate the knowledge and skill of the specific task. Knowledge Engineering is used to capture the experiences and construct knowledge model from relevance parties. Capability Maturity Model is then adapted to develop the capability and maturity level of the personnel. It can then be used to cluster the knowledge and skill. Finally, the Substation Maintenance Department of Provincial Electricity Authority (PEA), Thailand, is selected as a case study to test the proposed framework. Findings – The results have shown that the proposed framework can be utilized to identify the capability level of the individual personnel. Furthermore, the appropriate maturity development of the employees in each level can also be identified. This proposed framework provides better results when comparing to the current PEA competency model, as the criteria in this framework are systematically derived from experts rather than relying solely on the proficiency level. Although, this framework was tested with the switchgear maintenance task, the results and its systematic approach have indicated that it can also be used to develop the capability maturity model for other fields of work. Originality/value – The main originality of this research is the proposed competency analysis table, which integrates human resource development with knowledge management, risks management and management information system. Rather than performing these tasks separately for continuous quality improvement, organization can practically plan and perform the quality improvement-related tasks spontaneously. Moreover, the application of the capability maturity model to classify knowledge and skill of the maintenance tasks into maturity level is another academic value presented in this paper. The proposed framework gives the benefit to organization to classify the capability of the personnel. This is potentially beneficial to the human resource development personnel than traditional methods in the sense that it provides the information on how to develop the specific skill of the employees.

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Human Resource Development in Tourism Industry in India: A Case Study of Air India Ltd., New Delhi

El Periplo Sustentable ◽

10.21854/eps.v0i14.944 ◽

2008 ◽

pp. 89 ◽

Cited By ~ 2

Author(s):

Nafees A. Khan

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Tourism Industry ◽

New Delhi ◽

And Performance ◽

The Individual ◽

Manpower Shortage

He purpose of Human Resource Development is to improve the capacity of the human resource through learning and performance at the individual, process and organizational levels. By applying a well-ordered and professional HRD approach to work in the protected areas ﬁeld, the skills, knowledge and attitudes of park personnel will be enriched and this overall quality of work performed will improve. There are a number of problems and constraints, which concern the human resource development in the Tourism Industry, viz., shortage of qualiﬁed manpower; shortage of tourism training infrastructure and qualiﬁed trainers; working conditions in the Tourism Industry; and lack of proper strategies and policies for human resource development. The present study is an attempt to analyze the HRD initiatives of Tourism Industry with special reference to Air India Ltd. to enhance and sharpen the capabilities of its employees. The study also identiﬁes the need of the Air India to incorporate the spirit of HRD in day to day functioning by utilizing the all possible human resource systems and mechanism to the organization.

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