Growth Mindset for Human Resource Development: A Scoping Review of the Literature with Recommended Interventions

Although the concept of mindsets is relatively ubiquitous in the common press and well-studied in the education literature, the idea of a growth mindset, rooted in implicit theories is less represented in human resource development (HRD) scholarly literature. Given that absence, the purpose of this paper is to investigate the effects of a growth mindset on HRD outcomes. To achieve this purpose, we conducted a scoping literature review including research conducted globally and in a wide variety of organizations. Based on the empirical findings, we discuss three categories of HRD outcomes of mindsets: (a) individual-level outcomes (e.g., work engagement, creativity, task performance, job satisfaction), (b) dyadic-level outcomes (e.g., supervisor-employee relationship and conflict resolution), and (c) organizational-level outcomes (e.g., organizational citizenship behaviors and organizational growth mindset). We synthesize several suggestions for growth mindset interventions emphasizing career development, training and development, and organizational development for HRD practitioners. Research implications and future research suggestions for HRD scholars are presented.

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ANALISIS KEBUTUHAN PENDIDIKAN DAN PELATIHAN PEGAWAI NEGERI SIPIL PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA TIDORE KEPULAUAN

Jurnal Administrasi Negara ◽

10.33509/jan.v23i3.36 ◽

2017 ◽

Vol 23 (3) ◽

pp. 124-136

Author(s):

Abdurrahman Abdurrahman ◽

Halim Halim

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Education And Training ◽

Training Needs ◽

Needs Analysis ◽

Organizational Level ◽

Individual Level ◽

And Training

AbstrakPendidikan dan Pelatihan diperlukan untuk mengatasi kesenjangan antara kualitas pelaksanaan tugas dengan standar kualitas minimal yang dibutuhkan, serta untuk meningkatkan kualitas kerja. Penelitian ini bertujuan untuk mengetahui dan menganalisis pelaksanaan analisis kebutuhan pendidikan dan pelatihan bagi Pegawai Negeri Sipil pada Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Tidore Kepulauan. Penelitian ini menggunakan metode kualitatif. Unit Analisis terdiri atas 8 Informan serta dokumen-dokumen yang diperoleh dari BKPSDM Kota Tidore Kepulauan yakni Dokumen Rencana Strategik, Dokumen Laporan Akuntabilitas Kinerja, dan Dokumen Analisis Jabatan. Data dianalisis secara kualitatif. Hasil penelitian memperlihatkan bahwa Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kota Tidore Kepulauan tidak melakukan analisis kebutuhan pendidikan dan pelatihan dengan tepat dan sistematis. Identifikasi kebutuhan pendidikan dan pelatihan di tingkat organisasi hanya ditentukan oleh pimpinan, identifikasi kebutuhan pendidikan dan pelatihan ditingkat pekerjaan hanya menyesuaikan dengan program-program pendidikan dan pelatihan yang ditawarkan oleh penyelenggara dan kebutuhan di tingkat individu hanya diputuskan oleh pimpinan berdasarkan intuisi dan keinginannya. Oleh karena itu, sebaiknya BKPSDM Kota Tidore Kepulauan dalam menentukan bagian atau bidang mana dalam organisasi yang membutuhkan diklat dilaksanakan melalui proses analisis organisasi dengan melakukan wawancara keluar, survai Calon Peserta dan data kepuasan peserta maupun dengan melihat indeks efisiensi.Kata kunci: Analisis Kebutuhan Pendidikan dan Pelatihan, Pengembangan Sumber Daya Manusia, Pemerintah Kota Tidore Kepulauan. Abstract Education and Training are needed to address the gap between the quality of task performance and the minimum quality standards required, as well as to improve the quality of work. The objective of this study is to understand and analyze the implementation of training needs analysis for Civil Servants that was undertaken by The Board of Employee and Human Resource Development of Tidore Kepulauan Municipality. This study uses a qualitative method. Analysis Unit is 8 informants and documents obtained from BKPSDM Tidore Kepulauan Municipality namely Document of Strategic Plan, Document of Performance Accountability Report, Job Analysis Document. Data were analyzed qualitatively. The results of the study show that The Board of Employee and Human Resource Development of Tidore Kepulauan Municipality did not conduct a proper and systematic training needs analysis. The training needs identification at the organizational level is determined solely by the leader, the training needs identification at the job level merely adjusting to the education and training programs offered by the organizers and the individual level needs only decided by the leadership based on intuition and desire. Therefore, it is better to BKPSDM Tidore Kepulauan Municipality in determining which part or field in the organization that need the training done through organizational analysis process by conducting out interview, participant survey and participant satisfaction data as well as by looking at the efficiency index.Keywords: Training Needs Analysis, Human Resource Development, Tidore Kepulauan Municipality.

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Human Resource Development

The Oxford Handbook of Contextual Approaches to Human Resource Management ◽

10.1093/oxfordhb/9780190861162.013.24 ◽

2021 ◽

pp. 519-543

Author(s):

Noreen Heraty

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Organizational Level ◽

Learning And Development ◽

Knowledge And Skills ◽

Individual Level ◽

Evaluation Strategies ◽

Individual Knowledge ◽

Level Of Analysis

This chapter provides an overview of global human resource development (HRD) and highlights some of the key contextual challenges driving increased emphasis on HRD investment. It adopts a multilevel and embedded stakeholder approach to consider explanations of HRD from a variety of perspectives. Definitional aspects of learning and development at the organizational level are first introduced, followed by a deeper consideration of who the different HRD stakeholders might be at each level and what their priorities might include. Trends in the macro context for HRD are then discussed before a review of the organizational-level context of HRD is presented. Drawing on data from successive rounds of the Cranet survey (2004/5, 2009/10, and 2014/15), HRD investment across the countries surveyed is presented, followed by a discussion on needs identification, targeted investment, and common evaluation strategies employed. Throughout, it is emphasized that the significance of HRD extends beyond any individual level of analysis and, increasingly, issues concerned with developing individual knowledge and skills are of global significance as organizations and nations strive to develop their competitive human capital base.

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From eLearning to Digital Transformation: A Framework and Implications for L&D

International Journal of Advanced Corporate Learning (iJAC) ◽

10.3991/ijac.v9i2.6003 ◽

2016 ◽

Vol 9 (2) ◽

pp. 27 ◽

Cited By ~ 12

Author(s):

Sabine Seufert ◽

Christoph Meier

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Corporate Training ◽

Resource Development ◽

Digital Transformation ◽

Learning Processes ◽

Organizational Level ◽

The Core ◽

Learning Function ◽

Business Engineering

<p class="Abstract">How can the learning function (L&D) support learning and innovation at the level of an entire organization in times of digital transformation? The core challenges in this are twofold: 1) Competence clarification: What are relevant “digital competences” in terms of knowledge, skills and attitudes that employees need in order to cope with digital transformation? 2) Competence development: How to organize, design and support learning processes contributing to digital competences and digital transformation?</p>Building on a framework originating in the context of business engineering and applying it to corporate training and human resource development, we explicate what digital transformation implies for the L&D function. As L&D functions explore and exploit the options sketched out, they live digital transformation in a way that enables them to effectively and efficiently contribute to digital transformation at an organizational level.

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Strategic Human Resource Development Alignment

Advances in Human Resources Management and Organizational Development - Bridging the Scholar-Practitioner Gap in Human Resources Development ◽

10.4018/978-1-4666-9998-4.ch005 ◽

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.

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Green human resource management

Benchmarking An International Journal ◽

10.1108/bij-12-2018-0438 ◽

2019 ◽

Vol 27 (7) ◽

pp. 2005-2027 ◽

Cited By ~ 9

Author(s):

Jing Yi Yong ◽

M.-Y. Yusliza ◽

Olawole Olanre Fawehinmi

Keyword(s):

Resource Management ◽

Literature Review ◽

Human Resource Management ◽

Human Resource ◽

Organizational Level ◽

Future Research ◽

Content Type ◽

Individual Level ◽

Online Databases ◽

Green Human Resource Management

Purpose Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research. Design/methodology/approach The paper follows a systematic literature review approach. The selected journal articles are categorized on the basis of five focus areas in the Green HRM derived from the extant literature. Findings Research has grown significantly over the past 12 years that has focused on Green HRM. A total of 70 articles were reviewed and most of these articles employed quantitative method and were carried out in developing countries. Based on the five focus areas identified in this literature review, the performance outcome of Green HRM at both the organizational level and individual level received the greatest attention from the researchers. Research limitations/implications This paper is limited to a review of academic articles obtainable from online databases, containing the words “Green human resource management”, “Green HRM”, “Green human resource”, “Environmental HRM”, “Green training” and “Environmental training” in the title. Additionally, only papers from high quality, peer-reviewed journals were evaluated. Other academic sources such as books and conference papers were not included in this study. Originality/value The paper presents a structural overview of 70 peer-reviewed articles published in leading academic journals from 2007 until early 2019. This review provides an increased understanding of the existing state of current research, trends and future research directions in the Green HRM discipline.

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Employed Students' Development Challenges in Georgia

European Journal of Interdisciplinary Studies ◽

10.26417/ejis.v4i2.p188-208 ◽

2018 ◽

Vol 4 (2) ◽

pp. 188

Author(s):

Ekaterine Gulua ◽

Natalia Kharadze

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Developed Countries ◽

Human Potential ◽

Highly Qualified ◽

Organizational Policies ◽

Individual Level ◽

Development Level ◽

The Developed Countries

Caring for human resource development is an important issue in all directions, on a macro, micro, and individual level CITATION Gul13 \t \l 1033 (Gulua, Ekaterine, 2013). This is the key pillar of effectiveness and progress CITATION Gul12 \l 1033 (Gulua, Ekaterine, 2012), this is a resource that is responsible for rational development of all other resources. The level of human resource development is directly proportionate to the development of the organization, the country's development, and conversely the more developed a country, an organization is, the more appreciated are the people - the main factor of its success CITATION Gul142 \l 1033 (Gulua, Ekaterine;, 2014). The developed countries differ from developing ones by the attitude towards a person, his/her potential. Therefore, organizations need to take care of people in many ways: spiritual, physical, intellectual (basic, emotional, social), career development. Only in this case the organization gets dedicated, case-oriented, highly qualified employees. At the same time, the main moral responsibility for their managing power is simplifying development opportunities for the human being. CITATION Gul11 \l 1033 (Gulua, Ekaterine;, 2011). One of the most interesting issues in human resource management is the management of human resource development. Consequently, it provides good opportunities for scientific research. The main purpose of the functioning of human potential management laboratory is the actualization of these issues at all levels in Georgia. The present work is dedicated to studying employed students’ challenges in Georgia. The issue of employed students’s development is complex and depends on many issues such as: country development level, level of students’ consciousness and their material status, development level of higher education institutions, employers' organizational policies, etc. The aim of the present paper is to evaluate the attitude of the organizations towards the employed students-colleagues.

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

Advances in Developing Human Resources ◽

10.1177/1523422319851275 ◽

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.

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A Multidisciplinary Critical Approach to Measure and Analyze Human Capital Productivity

Human Performance Technology ◽

10.4018/978-1-5225-8356-1.ch055 ◽

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.

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