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1.
景芳 《青海师范大学学报(哲学社会科学版)》2003,(4):6-9
西部大开发，主要是开发两方面的资源：一方面是物质资源，另一方面是人力资源。其中，人力资源的开发为物质资源的开发提供人力和智力支持，是物质资源得到全面，高效、合理开发的重要前提。人力资源不同于物质资源的特性，决定了人力资源素质的高低对经济发展所产生的决定性影响。本拟在人力资源开发的重要性和紧迫性的基础上，对人力资源开发的对策进行探讨，以期引起人们对这方面同题的关注。 相似文献
2.
在终身学习理念的影响下,工作场所自然成为学习的重要空间。一般而言,工作场所学习的时间比学校学习的时间还要漫长,因此,对工作场所学习这一研究领域的重要性怎么强调也不为过。个体可以通过工作场所学习实现自我价值、促进其生涯的发展;组织可以通过工作场所学习提升整体的竞争力和实现其持续性发展;当社会的经济和结构处于转型阶段,工作场所学习更成为促进个体和组织适应环境变化和主动创新的重要措施。借在美国学习的机会,笔者访谈了人力资源开发领域的著名学者雅各布斯(Ronald L.Jacobs)博士,他在访谈中论述了多个与人力资源开发专业相关的问题,并认为工作场所学习与绩效咨询是人力资源开发重要的实践领域,他整合了在该领域的教学经验、研究主题和咨询项目,实现了三者的互动和连通,多维度地促进该领域的发展。雅各布斯博士,美国伊利诺伊大学厄巴纳-香槟分校(University of Illinois at Urbana-Champaign,简称UIUC)人力资源开发专业教授,另外还担任该校教育学院国际事务处主任一职,他在各类期刊发表了百余篇论文,出版了六本人力资源开发方面的书籍。1994年,雅各布斯博士获得了由美国培训与开发协会(ASTD)颁发的教学科技研究奖;1995年,人力资源开发学会(AHRD)表彰了他在学术上对人力资源开发领域的卓越贡献。从1998年到2001年,他担任《人力资源开发季刊》(Human Resource Development Quarterly)(SSCI来源期刊,且为人力资源开发领域的主要学术期刊)的主编,现在仍担任该杂志的客座编辑。雅各布斯博士还担任ASTD工作场所学习与绩效(Workplace Learning and Performance)认证机构的顾问委员,并于2012年当选为新一届人力资源开发学会主席。雅各布斯博士早在1987年就提出"结构化在职培训"这一概念,并著有《员工岗位培训手册》(StructuredOn-the-Job Training),该书成为很多人力资源开发实践者和培训师的参考书,且被翻译为简体中文、繁体中文、韩文与阿拉伯文等多种语言,他早期的研究着重于研究结构化在职培训的经济效益,协助组织做出与培训相关的决定。目前,韩国就业及劳动部已在全国范围内实施大规模"结构化在职培训"试行计划,以帮助本国中小型企业提高竞争力。雅各布斯博士在人力资源开发领域整合了系统理论、工作场所学习、绩效咨询等理念,并在ISO10015培训质量标准中完善了绩效分析与投资报酬率等概念。雅各布斯博士曾受邀至荷兰乌特列支大学、台湾师范大学、新加坡南洋理工大学、华东师范大学等高校担任客座教授或特聘教授。他有三十多位博士学生现供职于全球各大学人力资源开发及相关领域的教授。雅各布斯博士多年来积极参与对实践的指导工作,他为许多企业组织与政府机构提供过咨询,包括通用汽车、荷兰航空公司、雅培、现代汽车、希捷、莫顿盐业、科威特国家石油公司、沙特阿拉伯国家石油公司等。雅各布斯博士参与的咨询项目通过开发工作场所绩效系统来满足对员工的能力需求,擅长采用合作研究整合其咨询活动、学术研究和教学为一体。雅各布斯博士喜欢航海、高尔夫,以及他在伊利湖畔别墅的夏日时光。 相似文献
3.
A.A.M. Wognum 《Performance Improvement Quarterly》2001,14(3):133-147
Based on contingency theory, this paper examines whether certain contextual conditions influence the effectiveness of HRD [human resource development] programs and activities. Stakeholders of two types of HRD programs who were also from companies in two economic sectors were asked to complete a questionnaire. No differences in perceived effectiveness was observed for the factors of size and structure of the company, economic sector, structure of the HRD function, and transfer conditions. Significant differences were found for the problem that serves as starting point for HRD—company HRD climate, position of the HRD department, and the form the HRD program takes. 相似文献
4.
我国正处于发展战略转型时期,人力资源数量优势需要向质量优势转变,其中,人力资源开发成为关键.通过研究以美国高校HRD(人力资源开发)专业门户网站公布的资料为基础,对该专业在美国高校的发展状况进行了七个维度的分析.在此基础上,对我国高校HRD的现状与挑战做了概述.最后,在借鉴美国高校HRD专业的基础上,提出了发展我国高校HRD专业的建议. 相似文献
5.
Catherine M. Sleezer James Gregson Robert Nolan William Venable Melvin Miller 《Performance Improvement Quarterly》1998,11(4):76-90
The many changes in today's workplace argue for equivalent changes in educating human resource development (HRD) professionals. The need for HRD curricular changes to be thought out fully and future-focused warrants the use of systematic methods for formulating, solving, and learning more about how to formulate and solve curriculum problems. Deliberative inquiry is such a method. This research methodology is directed toward curricular decision-making as it occurs within a specific context and, simultaneously, toward learning how to formulate and solve such problems. This study focuses on how faculty members in one university department used the problem formulation phase of deliberative inquiry to assess future needs for their HRD specialization. The article first overviews the research methodology of deliberative inquiry and then describes the systematic approach-subject matter analysis-that was used to structure the problem formulation relative to HRD curricular needs. The problem formulation process clarified stakeholders' values. It also resulted in reframing the situation, which led to new insights about the issues facing the HRD curriculum and ways to address them. 相似文献
6.
人力资源开发的概念解说与哲学诠释——基于美中人力资源开发术语的剖析 总被引：1，自引：0，他引：1
欧阳忠明 《韩山师范学院学报》2011,32(2):70-76
自1964年哈比森和迈尔斯首次提出人力资源开发术语以来,其在全世界范围内得到推广和应用.然而,在术语发展和迁移过程中,人力资源开发概念的外延和内涵在美中两同呈现了自身的特色.通过对话澄清我们各自的言说意义,人力资源开发领域将会获得更多的发展.因此,该文以美中两国学者对人力资源开发概念的界定为研究起点.归纳该术语在概念界... 相似文献
7.
Hanbyul Kim 《International Journal of Lifelong Education》2013,32(1):45-58
The purpose of this study is to examine how power relations among stakeholders, especially between the human resource development (HRD) practitioners and others, affect evaluation outcomes. Using a qualitative case study design, a managerial leadership development programme in a Korean company is analysed. This study shows that the HRD practitioners’ interests in securing their status within the organization governed shaping the evaluation outcomes. The evaluation report was produced and reported portraying mostly the positive aspects of the programme. However, while going through the evaluation, the HRD practitioners felt constrained, and considered themselves as the powerless in terms of the organizational strategic needs and expectations, both of which pertain to the characteristics of the organizational culture. Instead of attempting to alter the organizational culture, which was unfavourable to HRD functions, they are acquiesced to the culture. 相似文献
8.
Using a tripartite framework, this study examines the current level of coordination among human resource development (HRD), research, and industry in four South Asian countries—Bangladesh, India, Nepal, and Sri Lanka. Drawing on prior literature, statistical data, and opinions from local experts, this study found that university education oft lacked labor market relevance, and that collaboration efforts between universities, research institutes, and industries had much room for improvement. To promote coordination among HRD, research, and industry for knowledge and technology-driven economic development in South Asia, this study recommends that inclusive coordination should be given higher priority over bilateral university-industry linkages. This study also argues in favor of a government-led approach in the short term, to complement the current laissez-faire approach. This study ends with policy recommendations to enhance coordination and governance based on the above-mentioned findings. 相似文献
9.
10.
本文从确立学科身份的角度论述了构建人力资源开发学科理论基础的重要性,指出学科身份的确立有利于人力资源开发学科的发展和成熟;随后,指出经济学成为人力资源开发学科理论基础的原因主要包括经济学和人力资源开发学科存在共性、经济学拓展了人力资源开发学科的思维以及经济学理论能够为人力资源开发学科提供理论支撑;最后,论述了人力资本理论和产权理论对人力资源开发学科的支撑,突出强调人力资本理论对培训投入的启示以及产权理论在解决人力资源开发的外部性问题上的作用。 相似文献
11.
Hong Lin 《Performance Improvement Quarterly》2006,19(4):91-105
Human resource development (HRD) professionals are increasingly incorporating technology into their work activities. However, research that examines the ethics in the use of technology by HRD professionals is still underrepresented in the literature. This article first conducts a PEST (political, economic, social‐cultural, and technological) analysis by examining a number of important general and specific trends that affect the use of technology in HRD. It then discusses some implications with regard to these trends and their impacts on HRD practices. 相似文献
12.
关于美国院校在"教育与人力资源开发"领域的论文发表研究 总被引：1，自引：0，他引：1
本文试图对近4年以来美国在教育与人力资源开发(Human resource development，以下简写为HRD)方向的研究现状进行综述。在已有文献的基础上，本研究主要通过分析该领域具有引领地位和国际影响的学术期刊《人力资源开发季刊》(Human Resources Development Quarterly)2000年到2003年上发表的所有论文，根据发表论文的数量对院校进行排名；另外，本文还根据发表在该期刊上所有论文探讨的主题，对近3年以来引起研究者关注最多的热点问题进行了归纳和总结。以上分析有助于了解美国院校在人力资源开发研究方面整体学术水平，有助于对该领域研究现状有比较系统的了解和认识。通过本研究，作者也试图对某一特定学术领域的学术水准进行评估提供一个尝试性的途径。 相似文献
13.
William M. Rivera 《International Journal of Lifelong Education》2013,32(1):65-73
This paper defines human resource development (HRD) as a functional process that involves learning interventions which are both determined by and have implications for public policy, public and private sector institutions, and the HRD specialists operating within the institutions that seek to implement these interventions. HRD is considered a force for optimizing human growth, organizational effectiveness, and national development through skills enhancement in the workforce. The agricultural workforce is broadly divided into four major segments, and these are related to three arenas of educational activity: in‐service training and development, non‐formal extension and extension‐type educational programmes, and school curricula. Following the definitions section, the paper takes up the question of basic needs of HRD in the agriculture sector (HRD/AG) at the policy, institutional and operational levels. Finally, there is a brief review of the global forces, both exogenous and endogenous, affecting HRD/AG. The conclusion calls for carefully diagnosed, systematically implemented HRD/AG policies to ensure for the development of profitable agriculture in a clean environment. 相似文献
14.
Sharon J. Korth 《Performance Improvement Quarterly》2000,13(1):30-45
This research examined the role of creativity in the process of designing human resource development (HRD) interventions. Both qualitative and quantitative methods were used to study the preferences and practices of ten experienced HRD practitioners. Results include a comparison of the subjects' creativity styles/preferences using the Myers‐Briggs Type Indicator and the Kirton Adaption Innovation Inventory as well as a model derived from the data, which describes the creative process used by the subjects. The phases include: 1) diagnosis, 2) immersion, 3) percolation, 4) “aha,” and 5) checking. This model focuses on how creativity is used to make design decisions. The design process used by the subjects in this research is similar to a generic creativity model. However, it includes an extensive preliminary diagnostic phase in which the HRD practitioner explores the business need, searches for the root cause of the problem, and establishes a collaborative relationship with stakeholders in the organization. 相似文献
15.
This study is to examine the impact of organizational learning on affective commitment in Korea. In particular, this study addressed the importance of organizational learning as an HRD strategy from the socio-cognitive perspective. Data were collected from four large companies located in the area of Seoul, South Korea. There were 233 usable questionnaires yielding a response rate of 61 %. Multiple regression analysis and principal factor analyses were applied to conduct a data analysis. The results showed that a linear relationship existed between the organizational learning capacity and affective commitment (R 2 = .495). Four dimensions were statistically significant with the exception of “feedback.” Participative decision-making is the most important factor. Finally, the study discussed some implications for HRD theory and practice. 相似文献
16.
Kenneth R. Bartlett 《Performance Improvement Quarterly》2002,15(4):45-56
In this study I examine the role of HRD, job satisfaction, and organizational commitment in voluntary turnover decisions. A sample of managers from public service agencies who voluntarily left their job in the previous year is compared to a sample of currently employed managers in the same or equivalent position. Both quantitative and qualitative methods are used to determine if attitudes towards HRD were a factor in the turnover decision for those who voluntarily left and if it would be a factor in influencing turnover intentions in those currently employed in comparable positions. The level of job satisfaction and organizational commitment are also compared between the two groups of respondents. The implications of attitudes towards HRD and levels of job satisfaction and organizational commitment in the decision to turnover among public service managers are examined along with recommendations for further research on the role of HRD in turnover decisions. 相似文献
17.
Robyn Johnston 《Studies in Continuing Education》2013,35(1):37-53
This article describes some of the challenges that confront designers of programs which prepare or upskill Human Resource Development (HRD) practitioners. It surfaces varying perspectives of human resource development and some of the issues that confront organisations in the post-industrial economy which have implications for HRD practice. It also surfaces some tensions and areas of convergence that can be seen in recent studies which have investigated the role of HRD practitioners. The final section recommends some substantive areas that should be addressed within HRD preparation programs which are designed to equip learners for practice in the current organisational context. 相似文献
18.
The purpose of this study was to examine the impact demographic variables of gender and sales experience have on the performance of business‐to‐business (B2B) sales professionals. If a deeper understanding can be established of how gender and sales experience variables relate to B2B sales performance, human resource development (HRD) and human performance improvement (HPI) professionals can use these indicators during the hiring and selection process. This article reports findings of the study and offers implications to the field of HRD and HPI. 相似文献
19.
邹函 《重庆职业技术学院学报》2009,18(1):54-55
核心竞争力在企业可持续发展竞争优势中具有重要作用。人力资源开发（HKD）在核心能力开发和管理中具有战略作用。文中确定人力资源开发在组织战略中的作用,提出和讨论人力资源开发在核心竞争力管理功能的战略角色为参与战略规划、开发核心竞争力以及对其的提高。 相似文献
20.
William E. Piland W. Steven Rives 《Community College Journal of Research & Practice》2013,37(3):185-195
This study investigated the perceptions of Human Resource Development (HRD) Specialists regarding the preparation of Illinois community college vocational/ technical program graduates. Two hundred and forty‐five respondents answered a mail questionnaire concerning the technical, human relations, problem solving and basic skills of program graduates. The graduates were employed in Nursing and Allied Health, Industrial Technology, Secretarial and Clerical, Agriculture, Marketing and Management, Accounting and Data Processing, and Social and Public Services. The perceptions of these HRD Specialists toward community college program graduates are positive. Graduates of Nursing and Allied Health programs were consistently rated higher than graduates of other programs. Overall, graduates were ranked highest on human relations skills and lowest on problem solving skills. Finally, implications for practice included suggestions for involving HRD Specialists in community college vocational programs. 相似文献