scholarly journals The Human Resource Development in the Learning Organization for the Organizational Development

2017 ◽  
Vol 2 (3) ◽  
Keyword(s):  
Organizational Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Learning Organization ◽  
Resource Development

The impact of a learning organization on performance

2017 ◽  
Vol 41 (2) ◽  
pp. 177-193 ◽  
Author(s):  
Kyoungshin Kim ◽  
Karen E. Watkins ◽  
Zhenqiu (Laura) Lu
Keyword(s):  
Financial Performance ◽  
Organizational Performance ◽  
Human Resource Development ◽  
Human Resource ◽  
Learning Organization ◽  
Resource Development ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship ◽  
Positive Effect

Purpose The purpose of this study is to examine the relationships among a learning organization, knowledge and financial performance using the Dimensions of the Learning Organization Questionnaire and its abbreviated version. Design/methodology/approach This study used a secondary data set and performed second-order factor analysis and structural equation modeling for testing the proposed relationships. Findings The study found that a learning organization has a positive effect on knowledge performance; knowledge performance has a positive effect on financial performance; and knowledge performance fully mediates the relationship between a learning organization and financial performance. Research limitations/implications This study contributes to validating the current dimensionality of the theoretical framework of a learning organization proposed by Watkins and Marsick (1993, 1996) and offers a valid conceptual framework of the relationship among the learning culture and organizational performance dimensions. Practical implications This study re-stresses the significance of the learning and knowledge generated by the human resources of an organization and developed by human resource development practitioners. Originality/value This study is valuable to human resource development scholars and practitioners interested in improving and measuring organizational performance.

scholarly journals HUMAN RESOURCE DEVELOPMENT IN LEARNING ORGANIZATION

2008 ◽  
Vol 9 (1) ◽  
pp. 25-31 ◽  
Author(s):  
Vilmantė Kumpikaitė
Keyword(s):  
Learning Styles ◽  
Human Resource Development ◽  
Human Resource ◽  
Learning Organization ◽  
Resource Development ◽  
Radio Station ◽  
Approach To Learning ◽  
Prior Exploration

This paper draws on prior exploration on human resource development in a learning organization, including theories about a learning organization, its features, human resource development and learning styles in organizations. The main aim of this paper is to explore human resource development and learning styles in organizations. The author introduces results of the survey covering 37 Lithuanian organizations selected from various industries ranging from a newspaper and transportation, insurance and radio station, to those in trade and manure production. The research shows that mostly explored organizations have a formalized approach to learning and has only a few features of a learning organization.

scholarly journals ANALISIS STRATEGI PENGEMBANGAN SUMBER DAYA MANUSIA APARATUR PEMERINTAH KOTA MATARAM DALAM MEWUJUDKAN KOTA MATARAM SEBAGAI KOTA LAYAK ANAK

2017 ◽  
Vol 6 (2) ◽  
Author(s):  
Erni Suryani
Keyword(s):  
Organizational Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Development ◽  
Field Analysis ◽  
Performance Standard ◽  
Need Analysis ◽  
Functional Development ◽  
Depth Interview

 The strategy of human resource development is an activity that should be conducted to optimize the performance of government apparatus of Mataram to make the city as children-feasible city. This research is aimed at (1) analyzing the issue of strategy of human resource development to make Mataram as children-feasible city, (2) formulizing the strategy of human resource development to make Mataram as children-feasible city. This research is descriptive qualitative research within the quantitative approach. The qualitative and quantitative data were collected through in-depth interview,  observation, and documentation. The informants of this study are the stakeholders and the KLA holding institution of 10 SKPD in Mataram. the data then were analyzed using Force Field Analysis. The validity of data were examined with triangulation technique. The research identified that human resources of Mataram city are not available yet for children right convention. The strategy of human resource development is recommended to use  functional human resource development strategy through organizational development and training for apparatus.  The researcher then using need analysis identified the gap between competence and apparatus performance standard for KLA staff.Keywords:   human resource development strategy, functional development strategy, children-feasible city

Human Resource Development and Technology Integration

2012 ◽  
pp. 391-407 ◽  
Author(s):  
Jia Wang
Keyword(s):  
Organizational Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
First Century ◽  
Organizational Life ◽  
Technology Applications ◽  
Impact Of Technology ◽  
The Impact

In the information age, technology is rapidly becoming an integral part of organizational life. Ever increasing technology applications have significantly reshaped the day-to-day practices of human resource development (HRD). This chapter explores the role of technology in HRD. Specifically, it addresses three issues. First, it identifies the challenges that technology has brought to HRD in the twenty-first century. Second, it analyzes the impact of technology on HRD practices with a focus on emerging HRD practices in virtual environments. Third, it provides insights into the future of virtual HRD in training and development, organizational development, and career development.

The roles of the psychology, systems and economic theories in human resource development

2019 ◽  
Vol 43 (1/2) ◽  
pp. 132-152
Author(s):  
Boreum Ju
Keyword(s):  
Economic Theory ◽  
Organizational Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Professional Education ◽  
Resource Development ◽  
Conceptual Frameworks ◽  
Content Type ◽  
Research And Practice ◽  
The Core

PurposeThe purpose of this study was to explore the foundational theories in human resource development (HRD) by reviewing the literature from an HRD perspective. The following research questions guide the study: What are the core theories related to adult and professional education, organizational development and strategic HRD? What are the conceptual frameworks associated with adult and professional education, organizational development and strategic HRD? How have these theories and conceptual frameworks applied the research and practice of HRD?Design/methodology/approachThis study reviewed the HRD definitions and core theories. The core theories and conceptual frameworks related to adult and professional education, organizational development and strategic human resource development were described. The application of these theories and conceptual frameworks to the research and practice of HRD was addressed.FindingsThe psychology theories that were explored were the adult learning theories, and that gestalt-psychology, behavioral psychology and cognitive psychology were illustrated. Systems theory was explored and explained in relation to organization development. Economic theory was explored and explained focusing on human capital theory; and it was demonstrated how economic theory is associated with strategic HRD.Originality/valueThe core-theory description and linking to adult and professional education, organizational development and strategic HRD may give understanding of the HRD foundations and ethical perspective that is essential for both scholars and professionals. The conceptual frameworks presented can be used to help facilitate discussions on developing or implementing HRD programs.

Human Resource Development and Technology Integration

2012 ◽  
pp. 152-168
Author(s):  
Jia Wang
Keyword(s):  
Organizational Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
First Century ◽  
Organizational Life ◽  
Technology Applications ◽  
Impact Of Technology ◽  
The Impact

In the information age, technology is rapidly becoming an integral part of organizational life. Ever increasing technology applications have significantly reshaped the day-to-day practices of human resource development (HRD). This chapter explores the role of technology in HRD. Specifically, it addresses three issues. First, it identifies the challenges that technology has brought to HRD in the twenty-first century. Second, it analyzes the impact of technology on HRD practices with a focus on emerging HRD practices in virtual environments. Third, it provides insights into the future of virtual HRD in training and development, organizational development, and career development.

scholarly journals Human Resource Development Activities in a Retail Franchise in Thailand: The Case of Coffee World

2015 ◽  
Vol 7 (1(J)) ◽  
pp. 72-78
Author(s):  
Thanee Ngaochay
Keyword(s):  
Organizational Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Small Scale ◽  
Middle Classes ◽  
Full Support ◽  
Service Offering ◽  
International Franchising ◽  
The Relationship

International franchising in a rapidly developing economy such as Thailand’s can offer a short cut to providing the newly-aspirant middle classes with the contemporary consumer goods brands they desire. The method also offers good opportunities for small scale investors and managers to obtain experience of managing high quality brands with full support from their international partners. However, they are likely to have to shoulder at least some of the burden of training their employees so that they are able to contribute to the overall service offering of the branch concerned. This paper uses a quantitative survey of 205 employees of the Coffee World franchise in Thailand to investigate the relationship between human resource development and organizational development in the businesses concerned. It is shown that the strengths of the relationships are limited and some ideas are provided for explaining why this might be.

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