An integrated model of national HRD and critical HRD: considering new possibilities for human resource development

Though both National Human Resource Development (NHRD) and Critical Human Resource Development (CHRD) have received an increasing amount of attention, only two published works have used an explicitly critical approach to discuss NHRD norms, policies, and practices. The purpose of this article was to examine and articulate the relationship between NHRD and CHRD and make a case for the importance of that relationship to the field of HRD. We identify some commonalities between NHRD and CHRD, including the shared priorities of context, culture, and empowerment, which provide a strong foundation for future focuses on theory-sharing, global awareness, holistic and socially conscious economic development, negotiated power and performance, and emancipation in HRD research and practice.     

A feminist poststructuralist analysis of HRD: why bodies,power and reflexivity matter

A burgeoning amount of scholarship has attempted to unravel critical approaches to investigating human resource development (HRD). There are limited critiques, however, of gender, diversity and the intersections of these deliberations within HRD theorizing. Adopting a feminist poststructuralist approach, this paper advances critical understandings of HRD by challenging epistemological and dominant theorizing in HRD. The author examines what it means when HRD writings are said to be gendered; how the political and processual dynamics of doing HRD can be understood; how the differences for doing gender, doing HRD and embodying HRD can be unravelled; and how feminist modes of inquiry can engender the value of embodied reflexivity. Weaving together literature strands from gender and education, gender and organization, and women's studies and feminist writings, the paper provides a foundational framework for how HRD scholars can re-imagine new knowledge and inject notions of the feminine and difference in HRD writings. The analysis focuses on three interrelated areas and their implications for feminist critique: the importance of examining language and discourse in HRD; the performing body in HRD; and, finally, feminist embodied reflexivity. It is argued that the HRD scholarly community should consider critical modes of inquiry to refresh and renew HRD theory building, specifically that we should examine conceptualizations of the feminine and difference in HRD writings in order to aid transformational practice.     

A necessary dialogue: a South African case study exploring the role of national HRD in HIV/AIDS non-government organizations

This article makes the case for a coordinated and multi-faceted national level response to the HIV/AIDS crisis in South Africa from the field of human resource development (HRD), arguing that national policy debate on this issue must include the development of human resources in HIV/AIDS non-governmental organizations (NGOs). An exploration of potential connections between HIV/AIDS and HRD was conducted with a qualitative case study in Port Elizabeth, South Africa. Through this study, four major thematic categories emerged in connection to the work of NGOs involved in the management of HIV/AIDS, government policy, and the emerging theory and practice of national human resource development (NHRD). In addition, findings pointed to the need for HRD research to be conducted in HIV/AIDS related NGOs given their front-line roles in both policy and practice. Initial suggestions for dialogue between NGOs involved with managing HIV/AIDS and the HRD research and practice community are made along with recommendations for stronger linkages between NHRD and HIV/AIDs.     

The dilemma of prostitution in Taiwan and Thailand from an NHRD perspective

Throughout the world, prostitution creates a societal dilemma; Taiwan and Thailand are especially affected by the prevalence of such sex workers. While much has been written about prostitution, it has seldom been addressed from a national HRD (NHRD) perspective. This paper addresses reasons why prostitution is so prevalent; the extent of prostitution in these two countries; past NHRD efforts in this arena; and recommendations for NHRD policy, practice and future research.     

Talking of HRD

This paper draws upon research exploring the emergence of HRD within the British National Health Service (NHS), the aim being to investigate how HRD has been talked into being, is talked about and accomplished through talk. HRD is conceptualized as a socialand discursive construction, and as discursive action. It is argued that conceptualizing HRD as a social and discursive construction can help identify and explain changes in ways of thinking and talking about HRD. Conceptualizing HRD as discursive action can help explain and justify HRD activity, in that much of what HRD practitioners and academics ‘do’ is ‘talk’. This paper explores these concepts and introduces a typology of the discourses of training and development (T&D), HRD and strategic HRD (SHRD), labelled Tell, Sell and Gel. It is suggested that this typology is a useful analytical tool for those practising HRD, providing ameans for HRD professionals to identify and analyse, and possibly change, their practices and discourse(s). The paper introduces a way of identifying how HRD might be talked ‘about’ and theorizes how discursive activities (the talk) might be changing.     

The role of tourism in national human resource development: a Jamaican perspective

Research in the national human resource development (NHRD) field is increasingly considering unique cultural and economic conditions and the influence this may have on a number of employment-related indicators. To date, the NHRD literature has largely ignored issues related to skills training and workforce development in the tourism industry, despite the expanding nature of this dynamic service sector in many nations. This literature review study of NHRD in Jamaica examined ongoing national-level human resource development (HRD) initiatives with specific attention to the current and future impact of NHRD on the tourism industry. The results showed that governmental development plans clearly identified tourism as a key sector for economic growth to support larger economic and social development goals. Furthermore, the development of human resources in the tourism sector was seen as being of vital importance for tourism organizations and for the continued development of Jamaica. The existing NHRD literature has largely overlooked the potential influence and future role of the tourism industry to assist in education, training and development goals at the national level. Recommendations are made for additional research exploring connections between NHRD and tourism employment.     

Advancing national human resource development research: suggestions for multilevel investigations

National human resource development (NHRD) is now an important area of investigation within human resource development with significant growth in publications over 49 years. Scholars have, however, highlighted the need for multilevel approaches to NHRD. We reviewed 192 papers to identify gaps on multilevel theorizing, and we propose a multilevel framework incorporating macro, meso, and micro levels of analysis. We develop principles and guidelines around WHAT, HOW, WHERE, WHEN, and WHY questions to promote multilevel NHRD research. Finally, we discuss research and methodological implications of our review.     

Implementing human resource development best practices: Replication or re-creation?

Abstract

Firms increasingly introduce HRD ‘best practices’ developed somewhere else, but results often fall short of expectations. Much of existing theory fails to guide the implementation of HRD best practices because it does not recognize how introduced practices interact with existing practices in the firm. In this paper, we contrast the dominant perspective ‘Implementation as Replication’ with a perspective of ‘Implementation as Re-creation’. Through four stages of the implementation process, we identify and discuss how these contrasting perspectives yield different implications for how firms go about introducing HRD best practices. First, when firms take up a practice, is this a process of adoption or translation? Second, is it assumed that new knowledge can be implanted directly and lead to new behaviour, or is active experimentation a necessary precondition to gain new knowledge? Third, are deviations from the intended plan considered errors to be corrected or sources for learning? Fourth, are introduced best practices treated in isolation or as integral parts of the firm's management system? We argue that implementation efforts guided by the re-creation perspective increase the prospects of HRD best practices succeeding as a useful tool in the receiving firm.     

Trends and challenges of developing human capital in Singapore: an analysis of current practices and future potentials

As one of the most vibrant nations of Asia, Singapore is well known for its dynamic and innovative human capital development initiatives. These are driven mainly by the government policies, with inputs from public sector organizations and large local companies. Human resource development (HRD) related legislations, financial incentives, infra-structural support and deployment of management and info-communication technologies (ICT) help to sustain the national HRD initiatives. This paper presents an analysis of the current practices and future trends and challenges faced by organizations in Singapore. Some of these challenges are: ageing workforce, talent retention and development, rapid technological changes and cross-cultural skills development for working in the emerging markets. Eight trends and challenges identified here are expected to significantly impact the HRD profession in future. Implications of the trends and challenges are also discussed for future research and professional practice.     

Behind the scenes of knowledge sharing in a Japanese bank

The paper raises the question about HRD practitioners and their fitness to practice by exploring moral issues HRD practitioners sometimes face, in addition to looking at some key moral philosophical perspectives. It argues that HRD practitioners may at times feel ‘out of balance’, and hence may not feel fully ‘fit to practice’. It proposes some suggestions for ongoing professional development for HRD practitioners that could enable a better sense of ‘balance’ and fitness to practice. It also suggests the need for a consciously mindful approach to become more self aware and discerning when delivering HRD.     

e-学习条件下的人力资源开发角色:挑战与回应

e-学习是21世纪人类学习方式发生的革命性变化,这必然带来企业人力资源开发角色的拓展,对企业人力资源开发部门既是一种机遇也是一种挑战。文章认为,建立新的人力资源开发理念和转变人力资源开发角色,决定着企业导入和实施e-学习的质量和速度;而理念和角色的转变,又需要对人力资源开发角色进行拓展和对人力资源开发部进行再造。     

Putting the individual and context back into national human resource development research: A systematic review and research agenda

Conceptualization of national human resource development (NHRD) emphasizes that it is an ongoing development process of the individual that is shaped by context. However, the extant literature has focused primarily on describing and evaluating NHRD policies and interventions in different countries with limited consideration of NHRD across the lifespan and the interaction of life stage with context. Using ecological systems theory (EST) and a lifespan development perspective (LDP), we present a systematic review of the NHRD literature based on 310 sources. We identify key themes and gaps in research across the lifespan and at distinct levels of the ecological system. We build on this review to suggest future research informed by both EST and an LDP. We propose a future research agenda focused on several key areas, including: the developing individual as the primary focus of NHRD; the dynamic relationship between NHRD microsystems and how this evolves over time; the exosystem and macrosystem, which provide the context of the NHRD development experience for the individual over their lifespan; and the imperatives of directing research attention to top-down and bottom-up influences within the ecological system. We also propose three methodological innovations to address many of the questions raised by our review, drawing on national archive databases, the use of historical methods and a focus on longitudinal data analysis. Finally, we highlight the practical implications of our analysis for ecosystem and microsystem NHRD actors.     

Human resource development in small organizations

This article draws upon case-study research into human resource development (HRD) within three small organizations in the north west of England. It positions the case-study work within an overall framework of doctoral research and summarizes the research design; discusses the characteristics and values of small organizations and how they influence HRD policies and practices: presents findings and conclusions about HRD in the case-study organizations, focusing in particular upon one case in the voluntary sector; compares and contrasts the different models of HRD in the three cases; and concludes with some suggestions for further research.     

Better know an HRD scholar: a conversation with John Bing

This paper contains a conversation with John Bing, and is part of a series that focuses on different human resource development (HRD) scholars – the aim being to better understand the people behind the names we see in print and at HRD scholarly conferences. John is Chairman of the Board at ITAP International, is a well-known scholar-practitioner, was a recipient of the ASTD International Practitioner of the Year Award, and received the AHRD Service Award in 2010. The conversation explores John's background, how he got into HRD, his time in the Peace Corps, his work with Geert Hofstede, and his wide range of experience in cross-cultural HRD. The conversation also considers how world experiences improve research and practice, the benefits and challenges of applying research in practice, and the importance of practitioners having a sound education in research and statistics.     

Leadership development as identity formation: middle managers’ leadership learning from MBA study

This article challenges often unquestioned understandings within human resource development (HRD) of leadership as comprising knowledge and skills and leadership development as involving the transfer of such knowledge and skills from formal interventions to workplace performance. Using the notions of leadership as identity and learning as a process of identity formation, the article reports qualitative research showing how a case-study group of middle managers in a sector of the economy undergoing unprecedented turbulence, UK local government, developed a sense of themselves as leaders and how a key HRD intervention, a corporate MBA, facilitated such identity development. In particular, the article uses situated learning theory to examine how informal communities of practice associated with Master of Business Administration (MBA) study provided a forum for identity building of equal developmental value to the formal MBA curriculum. The implications for future HRD research are established and suggestions made for the re-design of HRD interventions to best enable identity-work.     

Responsible leadership development – crucible experiences and power relationships in a global professional services firm

There is increasing consensus that Human Resource Development (HRD) has a central role to play in promoting the principles and practices of corporate responsibility (CR). An important HRD intervention involves developing responsible leaders able to attract support for CR throughout the organisation, but empirical research is lacking in this area. This article contributes to the theoretical and practical knowledge of responsible leadership development (RLD) by addressing two questions: first, how does RLD engender learning that goes beyond basic cognitive awareness? Second, what affects participants’ abilities to manifest this learning in the workplace? A review of the RLD literature reveals a ‘knowing-doing gap’, which, it is posited, may be linked to a lack of theorisation around power. This issue is investigated by means of a case study on a responsible leadership development programme run by a professional services firm. Drawing on Bourdieusian concepts of language and power, the study reveals some of the mechanisms that inspired new socially responsible values whilst also demonstrating some of the contextual barriers inhibiting their manifestation in the workplace. It is argued that HRD professionals need to engage with Bourdieusian ideas of language and power to promote deeper learning around responsible leadership, which can more easily be embedded into the workplace.     

Disasters and dilemmas: aid agency recruitment and HRD in post-tsunami Sri Lanka 1

Abstract

This article examines the ethical dimensions and implications of recruitment and human resource development that face both local and international aid agencies operating in the context of an emergency response. Focusing on post-tsunami Sri Lanka it contends that, although the rapid proliferation of humanitarian organizations responding to the disaster created a boom in employment opportunities with international agencies, it also resulted in a human resource crisis for local ones and consequently the erosion of national emergency response capacities. It argues that the current recruitment and HRD practices of humanitarian organizations are insensitive to the disaster response needs of local agencies. It concludes with a call for international aid agencies to be more aware of the implications of their recruitment and HRD strategies in disaster-affected countries and recommends a number of ways in which practices could be improved to support, rather than diminish, local capacities.     

Human development as a central goal for human resource development

This essay seeks to connect core aspects of the human development (HD) literature with its ethical and moral commitment to human flourishing and theoretical and applied scholarship in human resource development (HRD). Summarizing the central arguments advanced by philosopher John Finnis and economist and Nobel Memorial Prize winner Armatya Sen, the paper argues for the relevance of the HD frameworks for HRD. This is done by briefly reviewing the role of values for professional fields in general and HRD in particular, followed by a summary of the justifications for and definitions of HD as reciprocal obligations between social institutions and individuals. The central part of the paper argues for the conceptual proximity of the two fields and proposes that the moral and ethical value stance of HD can provide a solid philosophical foundation for HRD.