外派人员回任意愿影响因素分析——来自中国跨国经营企业的证据

对中国跨国经营企业外派人员回任意愿的影响因素进行理论分析与实证检验,从而为现阶段中国跨国经营企业有效进行回任管理提供决策支持。研究结果表明,组织辅助支援、职业生涯管理对外派人员回任意愿不存在正向显著影响;外派任务类型、组织规模及文化对外派人员回任意愿存在正向显著影响。     

Recent books on HRD

Abstract

The growing potential and need for knowledge and information have had a profound impact on Korea as it strives to develop strategies for national human resource development (NHRD). Within Korea, one strategy for developing NHRD is through regional efforts. However, there is little research regarding regional HRD (RHRD), in spite of the importance of such a focus. This article explores directions and policy-making strategies for RHRD in Busan. 1 1 Busan is often written as Pusan in English, though Busan is preferred in Korea.      

Organizational identity in acculturation in cross-border acquisitions: Implications for HRD practitioners in global M&A

The purpose of this study is to explore the role of organizational identity in acculturation, or organizational culture development, between the acquired and the acquiring organizations during a cross-border acquisition. The goal is to identify how long-term and short-term employees identify with the acquired organization, and the implications for acculturation for both groups. It is also to help identify implications for Human Resource Development Practitioners in this process. The long-term employees (more than seven years) of the acquired organization identified more strongly with the organization than the short-term (three or less years) employees in this study. The short-term employees seemed to welcome the acquiring Multinational Company (MNC), and readily adapted to their multicultural identity, while long-term employees were more concerned with maintaining the reputation of the original organization. The study provides Human Resource Development (HRD) practitioners with a better understanding of how and why organizational identity is an important aspect to consider in the acculturation process in cross-border mergers and acquisitions. It also provides insight into how to work with organizational identity with acquired organizations in integration and adaptation to the new organization by understanding the differences in organizational identity of long-term and short-term employees in India.     

HRD,the science of the artificial

Innovation is the bedrock of organizational and national competitiveness across the globe. Leaders of research and development (R&D) teams have an especially important role to play given their direct influence on leading, organizing, rallying, and managing the operations of innovative tasks. However, when it comes to how leaders influence R&D innovation in different contexts, researchers' opinions diverge. This study explores leadership characteristics and their contextual contingencies, using the approach of a multiple case study. This paper is situated in the stream of research focusing on the interactions of leadership and contextual factors in innovation. We collected qualitative data from four highly innovative teams residing in two national laboratories in the US. The results suggest that while leadership demonstrates similarities across the four teams – a simultaneous focus on the internal and external domains, it also displays different characteristics in teams that differ on three contextual factors: funding model, nature of tasks, and team structure. Theoretical and practical implications are drawn.     

Expanding the HRD Role: Improving employee well-being and organizational performance

Abstract

An important opportunity for the HRD profession lies in assessing and reshaping the psychosocial work environment to create a healthy, mentally focused workforce that provides their organization with a competitive advantage. We explain why HRD professionals should be concerned with employee well-being, offer suggestions for assessing the work environment through a stress audit and discuss four key work factors that affect well-being: job control, role overload, social support and supervisor behaviour. By expanding their role to these concerns, HRD professionals can improve quality of life and contribute to organizational effectiveness. If they do, the result should be healthier employees, healthier organizations and a greater recognition of HRD's potential for transforming organizations.     

Living in the shadow of OD: HRD and the search for identity

The paper attempts to describe the similarities and differences between organizational development (OD) and human resource development (HRD). While it is argued that HRD practitioners need to acquire some of the skills of OD consultants, these are likely to be limited to the development of personal skills and learning in the attempt to achieve intrapreneurialism and personal transformations. We argue that HRD is living in the shadow of OD because it is slow to recognize its roots in the debates of that discipline. It is therefore suggested that HRD will recognize its true potential only when it identifies its core knowledge and skills. We argue that HRD can find its essential identity in four main ways: by focusing on the organization's business strategy; by devolving responsibility to line managers; by adopting an employee-centred approach to learning; and by emphasizing workplace learning. However, a wider behavioural understanding and a greater degree of reflectiveness in relation to the politics of change and the skills of the change agent must inform this identity.     

‘Quality’ part-time work in Australian organizations: implications for HRD

Part-time work is an international phenomenon. Many western countries show similar patterns to Australia, with a significant increase in part-time work in the last twenty to twenty-five years. In Australia, part-time work has developed some unique features, particularly as it often involves lower wages and poor conditions. Part-time employees in Australia are often excluded from human resource development (HRD) activities such as training and career tracks provided to full-time workers. The experience of particular Australian organizations illustrates possible avenues for quality part-time work. This paper examines practical examples of quality part-time work in eight Australian organizations across five industries (nursing, hospitality, retail, local government and the legal profession). Using case study research, the paper discusses the dimensions of quality part-time work in different industry and occupational contexts from an HRD perspective.     

The future of HRD research: Strengths,weaknesses, opportunities,threats and actions

This article clarifies the boundaries of human resource development (HRD) with respect to other concepts frequently used and misused in HRD literature. Through a proposition, a set of criteria for human resources is presented. A cross-culture literature comparison of the criteria demonstrates the consistency of the connotation in two contrasting cultures. This study has important implications for HRD research, practice and continued theory development effort. It relates to the identity and distinctiveness of HRD discipline, as well as the domain of HRD research and practice.     

Assessing the efficiency of HRD practices in knowledge-intensive firms

The article presents the results of a comparative study of human resource development (HRD) in two groups of knowledge-intensive firms: those working in the information technology (IT) field and in advertising/public relations (PR) field. One hundred Russian medium-sized enterprises participated in the study. The questionnaire was developed on the basis of the European quality standard ‘Investors in People’. The study findings suggested that the differences in HR practices aimed at personnel development between two groups of companies were statistically significant. Thus, in the advertising/PR companies, HRD practices were used more actively and effectively, with particular emphasis on providing timely feedback and involving employees in the decision-making process. In IT companies, formal assessment tools were used more often, while in advertising/PR companies, more informal and individualized approaches were more prevalent.     

和顺侨商的文化特征与中缅边境生存环境的互促——云南省腾冲县和顺镇水碓村、大庄村田野调查报告

本文主要依据笔者于2009年1月在云南省腾冲县和顺镇水碓村、大庄村等村落的调查,结合文献材料写成,力图探索和顺侨商的文化特征与和顺地区的生存环境、村落建筑、宗族文化之间的联系与互促。     

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.     

国内企业海外上市对中国资本市场的影响

针对近来对国有企业海外上市的争论,本文介绍了国内企业海外上市的概况,并以实际案例说明了海外上市企业的成长性。在此背景下,本文比较深入地分析了国内企业海外上市的原因,认为企业上市是企业自身的决策行为,不应该受到政府的干预。而国企海外上市不但不会造成国有资产流失,反而是国有资产保值增值的一种方式。大量国内企业海外上市既给中国的资本市场带来了压力,也是促进国内金融市场重组和改革的动力。     

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.     

Postcolonialism and national HRD: understanding contemporary challenges to skills development in sub-Saharan Africa

This paper argues that national human resource development (NHRD) practices, policy imperatives and challenges in sub-Saharan Africa (SSA) are linked to colonial experiences and coloniality. In doing this, the essay provides a brief overview of the intersections between postcolonialism and NHRD theory and practice, arguing that postcolonial insights can help overcome the ahistorical nature that characterizes much NHRD theorizing and also its reification. By demonstrating how current challenges to education and skills development in SSA are linked to colonial heritage and coloniality, the paper seeks to stimulate HRD theorists and practitioners to think differently and work beyond dominant neoliberal constructs and taken-for-granted assumptions about NHRD in postcolonial contexts. The paper also argues for the decolonization of NHRD and proposes some ideas about how knowledge about NHRD theory and practices might be made global and inclusive, thereby contributing to a tradition of paradigmatic critique in HRD theorizing.     

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.     

From a sapling to the forest: the saga of the development of HRD in India

This is an account of the growth and development of HRD function in India. What started in the mid-1970s as a conceptualization of an integrated HRD system to change the performance appraisal systems in a large engineering company, resulted in the establishment of HRD departments in many firms. Further dissemination and perseverance resulted in the establishment of a centre for HRD, and subsequently the birth of a professional body and, later, an academic institution. The authors describe the growth in eight stages and conclude the path for future is in moving towards national HR policies and other social sectors.     

Exploring a theoretical foundation for HRD in society: toward a model of stakeholder-based HRD

This article explores a theoretical foundation of human resource development (HRD) that can be adopted to explain the increasing use of HRD interventions and practices in the wider context of society and the world. While there has been growing interest in and literature about the societal meaning of HRD, previous research has focused mostly on HRD practices and lacked a theoretical framework that could explain and characterize the interactions between HRD and society. Based on a review of current approaches to the HRD–society nexus, we suggest that the nexus can be better understood when complex interactions between internal and external stakeholders of an organization are recognized, and we introduce the stakeholder-based HRD (SBHRD) model as a tool for identifying the interactions between HRD and society and the characteristics of the interactions with regard to plurality, interdependency, and legitimacy. The SBHRD model carries theoretical implications of possible changes in the epistemology of HRD, pushing forward well-being as the purpose of HRD, and enlarging HRD research topics. From a practical standpoint, the SBHRD model enhances the value of social responsibilities of corporations and ethical management, enlarges the scope and beneficiaries of HRD activities, increases the opportunities of collaboration with adult education, and points to different modes of communication in practice.     

Chinese workers' work ethic in reformed state-owned enterprises: implications for HRD

Work ethic, as the construct of work-related values and attitudes, directly affects employees' job performance. Work ethic subjects to the influence of business and social practices. China is in the mix of major economical and political transformation, although little is known about how work ethic has changed for Chinese workers since the economic reform first initiated in 1979. This study is designed to examine work ethic currently held by workers of Chinese state-owned enterprises (SOEs). Findings revealed work ethic perceptions based on the multidimensional work ethic profile (MWEP), a Western work ethic profile, and the Confucian work ethic (CWE), an Eastern work ethic profile, resulted in similarities but often lived different life styles. The major differences tended to focus on perceptions of hard work, self-reliance and centrality of work. Other areas such as education, use of time, delay of graduation and other MWEP concepts were very similar to Chinese workers' work perceptions.