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1.
Changes in the job market are affecting how employees view their current positions and careers leading to more employees (so-called ‘free agents’) developing portfolio careers. To maintain their long-term employability, free agents need to continually enhance and expand their expertise, knowledge-base, reputation and networks, and it has been argued that this will influence how employees view and approach their workplace learning. This article reports the findings of qualitative research aimed at exploring the free agent concept, the implications for workplace learning and the implications for human resource development (HRD) functions in organizations. The research used a convenience sample of 11 organizations from three continents, with data collected from senior HRD executives through telephone and face-toface interviews and e-mails. The results highlighted how some employees are changing their attitudes towards workplace learning, particularly those considered ‘high potential’ or working in ‘high tech’ positions. The research also identified how organizations are increasingly viewing learning as a means of attracting and retaining high quality employees, with implications for HRD functions in terms of a greater emphasis on delivery methods for learning beyond traditional training and greater emphasis on career development activities. 相似文献
2.
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
3.
Based on a literature review from English language journals related to the field of human resource development (HRD), the
conceptual framework for this study was derived from the models developed by American Society for Training and Development
(ASTD) for HRD practice. This study compared and analyzed the similarities and differences in HRD roles, key work dimensions,
and practitioner competencies through the competitive vision of different countries, including China, US, UK, Germany, Japan,
India, Singapore, and Korea. This comparative study not only described the HRD position of Chinese enterprises under the international
HRD coordinates but also indicated how these differences inspire HRD in China. 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.
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
6.
社会人力资源开发以教育为基本途径,同时始终离不开经济和社会发展的特定背景。探索以理性主义为基础的中国未来改革与发展道路,要求深刻揭示当代中国教育与人力资源开发的本质特征。全球性金融危机背景下,实现＂以人为本＂的创新发展,将成为推动中国未来教育与人力资源开发新的根本动力。在人力资源开发过程中特别需要注意区分＂以人为本＂和＂未富先骄＂之间的界限。 相似文献
7.
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
8.
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
9.
本文通过采用校企共建实践教学基地、设置创新型项目化课程教学、研发产品的创新制作以及自主创业设立公司等方法和方式,对平台"产""学""研""用"四大模块进行应用研究,完善和提高平台的专业建设水平,发挥平台技术和研发力量的优势,使之成为既能满足行业企业的需求,又能真正成为培养"创新型人才"的"新平台",为探索高等院校人才培养模式的改革提供新思路。 相似文献
10.
This study examines major theory developments in human resource (HR) fields and discusses implications for human performance technology (HPT). Differentiated HR fields are converging to improve organizational performance through knowledge‐based innovations. Ruona and Gibson (2004) made a similar observation and analyzed the historical evolution and convergence of three HR‐related fields: human resource management (HRM), human resource development (HRD), and organization development (OD). A field left out in their analysis is HPT. Many learning professionals recognize HPT as a more comprehensive approach to improving organizational performance issues (Molenda & Pershing, 2008; Pershing, 2006). However, little research has been done to advance the theory development of HPT and discuss its relationships within HR fields. This study adds a new perspective to that of Ruona and Gibson's historical analysis of HR fields by examining convergence issues from a theory development perspective. 相似文献
11.
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
12.
JAN N. STREUMER MARCEL R. VAN DER KLINK KATINKA VAN DE BRINK 《International Journal of Lifelong Education》2013,32(4):259-274
What organizational, technological and training developments will become crucial in the coming years, and what consequences will they have for human resource development? These questions have led to a study carried out by the faculty of Educational Science and Technology at the University of Twente, in the Netherlands. The ultimate aim of the study was to create an inventory of trends and developments which professionals deem to be influential with regard to the future HRD field. One direct catalyst for the study was the report of a similar study in the United States, involving HRD executives, carried out by the American Society for Training & Development. Following a brief explanation of the research plan and methods, this article describes the findings of the Dutch study an compares these with the results of the American research. It concludes with comments regarding the implications of the information obtained through this investigation. 相似文献
13.
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
14.
Tuija Valkeavaara 《Studies in Continuing Education》2013,35(2):177-196
This article examines the construction of occupational expertise through problematic situations encountered during everyday work. The human‐centred and knowledge‐intensive domains of current working life, for instance human resource development (HRD), contain various problem situations which tend to be open and unstructured, lacking a single solution. Those ill‐defined problem situations characterise also HRD as a domain of expertise which requires multidisciplinary formal knowledge and, especially, the ability to make use of it. Accordingly, it is suggested that learning to be an expert in HRD can be seen as a constructive process where varied formal knowledge and previous experiences of the domain are applied, contested and transformed into new forms of practical knowledge. Thus, much of the expertise in HRD will eventually be constructed through experience in practical problem‐solving situations. Those situations and the ways in which a HR developer interprets an event and chooses and tries out resolutions can be seen as an interpretative and narrative process which influences the construction of expertise. The study presented here aimed to understand within the narrative framework the nature of problematic situations in work as an experiential resource for the construction of expertise among HR developers. Twenty experienced HR developers in various workplaces in Finland were interviewed and asked to tell about problematic situations, how they were resolved and what was learnt from the process. The interviewees’ stories exhibited the diversity of HRD as a domain of expertise. However, in sum, communication, interactivity, collaboration and the involvement of management, which are commonly presented as ideals in HRD, are in fact the primary sources of problematic situations, and thus also of new learning in the HR developer's world. On the basis of the interviewees’ stories about problems and resolutions it is concluded, firstly, that much of an HR developer's expertise seem to be constructed through promoting and acting in dialogue, and, secondly, that it can be characterised as a flexible and inclusive state of mind rather than the application of routine procedures, and that going through problematic situations bestows confidence regarding practical knowledge in future situations. 相似文献
15.
ln this article,we attempt to see Human Resource Development(HRD), and everything that could be called HRD, as it currently exists in U.S. organisations, and to understand its emergence from narrow, fragmented, and mechanical conceptualizations to more holistic ones. It is our view that any intentional organisational activity centered on human development, whether on individual development or on the development of cultures that enable individuals to work together effectively, could legitimately be seen as HRD. This view of HRD, we further believe, enables us to see more fully what is happening and why. Later in this paper, we will offer a definition of the field that is consistent with this comprehensive conceptualization. 相似文献
16.
从觉知到协调:促进协作互动的有效方法和策略 总被引：1，自引：0，他引：1
如何促进学习者有效地进行互动是虚拟协作学习活动中的一个重要的研究问题.本文在对国内外相关研究文献分析以及对华南师范大学认知与技术研究室近年来一系列研究成果归纳的基础上,采用校际协作学习活动认知建模的方式,并从觉知和协调关系的视角出发,提出了促进学习者协作互动的方法和策略.文章最后还探讨了觉知、交互和协调三者之间的内在联系. 相似文献
17.
The current study aimed to examine performance times during text reading and question answering of students with and without a history of reading difficulties. Forty-three university students with a history of reading difficulties (HRD) were compared to 124 university students without a history of reading difficulties on measures of word and nonword reading rate, text reading rate and comprehension, and question answering times. Results showed that students with HRD demonstrated slower word, nonword, and text reading rates than their peers, but had comparable reading comprehension scores. Results also showed that students with HRD took longer to answer specific types of questions even when reading rate was controlled. Specifically, when word reading rate was controlled, students with HRD took longer to answer vocabulary, literal, inferential, and background knowledge questions. When text reading rate was controlled, they still took longer to answer literal, inferential, and background knowledge questions. These results suggest that students with a history of reading difficulties require extra time to complete reading comprehension measures for reasons other than just slower word and text reading rate. Findings of this study have implications for supporting university students with a history of reading difficulties. 相似文献
18.
张良桥 《顺德职业技术学院学报》2007,5(1):35-39
非合作博弈理论能够很好解决处于竞争关系参与人之间合作与冲突,但在处理严格纳什均衡之间的选择时,碰到难以逾越的鸿沟。于是,均衡选择问题变成了博弈论理论家们研究的热点,协调博弈成为继囚徒困境博弈又一被广泛研究的博弈类型。已有的均衡研究法没有把系统达到均衡的过程引入到模型当中,无法考虑参与人关于博弈历史而形成有关对手未来行动的信念对均衡选择的影响,难以现实地考察均衡演化。本文基于协调博弈动态过程研究的基础上,通过引入历史、现状及相对偏好参数来探讨协调博弈的均衡选择问题,为理论研究提供一种新思路。 相似文献
19.
As we enter the sixth great mass extinction event, an event that points to humanity’s exploitative attitude towards nature, posthumanist ethics offers a different way of engaging with the world, a way which has clear and extensive implications for the way environmental education is taught in South African schools. However, given the official curriculum and assessment practices currently in use in South Africa, can a posthumanist approach to environmental education actually work within the current educational framework of discrete discipline/subject areas and specializations? The paper diffractively engages with the Department of Basic Education National Curriculum Statement: Curriculum and Assessment Policy Statement: Foundation Phase Grades R-3: Life Skills for South Africa (the phase where environmental education is most likely to take place), and superpositions this text with a research study on environmental education undertaken in Canada and key posthumanist notions as they relate to environmental education. The paper concludes with a section on the implications for teachers, teacher development, and teacher training programs (not solely in South Africa) of using such an approach in the teaching of environmental studies. 相似文献
20.
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