The Experts below are selected from a list of 546984 Experts worldwide ranked by ideXlab platform
Thomas N. Garavan - One of the best experts on this subject based on the ideXlab platform.
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human Resource Development in smes a systematic review of the literature
International Journal of Management Reviews, 2016Co-Authors: Ciara T Nolan, Thomas N. GaravanAbstract:Human Resource Development (HRD) in small and medium-sized enterprises (SMEs) is a significant area of scholarship. However, the cumulativeness of research on HRD in SMEs remains relatively low when compared to HRD generally. This paper reports a systematic literature review (SLR) to synthesise research in this area. A disciplined screening process resulted in a final sample of 117 papers published in 31 journals from 1995 to 2014. The synthesis of these empirical and theoretical studies revealed that: (a) the literature utilises a narrow range of theoretical and conceptual perspectives; (b) HRD is being investigated across a variety of SME contexts, themes and units of analysis; (c) researchers define HRD in multiple ways and use a diverse set of measures of HRD activity; (d) there is significant potential for future research across the SME and HRD disciplines, SME settings and beyond existing theoretical perspectives. We offer suggestions for further advancing the Development of this area of research in terms of theory, content and methodology.
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innovation and human Resource Development hrd
European Journal of Training and Development, 2014Co-Authors: Maura Sheehan, Thomas N. Garavan, Ronan CarberyAbstract:Purpose – The purpose of this paper is to provide a prologue to the issue of human Resource Development (HRD) and innovation which has been under-researched despite the widespread recognition of the critical role of innovation for sustained national, regional and organisational competitiveness. Design/methodology/approach – The paper provides an overview of the evolution of innovation within the economic and management literatures. It then examines previous work on human Resource management (HRM), HRD and innovation. The paper then provides a brief overview of the articles for this issue focussing on HRD and innovation. Findings – HRD interventions can positively contribute to organisation ' s innovation activities. HRD is also found to positively influence employee engagement, leadership, manager ' s motivation to learn, the promotion of a learning culture, and social capital Development all of which are positively associated with innovation. Informal HRD and access to mentors and coaches is shown to be ...
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human Resource Development and society human Resource Development s role in embedding corporate social responsibility sustainability and ethics in organizations
Advances in Developing Human Resources, 2010Co-Authors: Thomas N. Garavan, David McguireAbstract:Human Resource Development (HRD) is increasingly expected to play a facilitative role in corporate social responsibility (CSR), sustainability, and ethics in organizations. However, there is also s...
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exploring the strategic role of human Resource Development in organizational crisis management
Human Resource Development Review, 2009Co-Authors: Jia Wang, Holly M Hutchins, Thomas N. GaravanAbstract:Crisis management has been a largely overlooked territory in human Resource Development (HRD) despite the increasingly recognized impact of organizational crises on the individual and organizational performance. This article explores the strategic role of HRD in the context of organizational crisis management using Garavan's strategic HRD model as a guiding framework to understand the various ways in which HRD can build crisis management capability in organizations. The authors apply various components of the model to the crisis management context and integrate ideas from both sets of literatures. The authors offer specific guidelines for HRD practitioners regarding how to align strategic human Resource Development focus, orientation, and strategies with the organization's overall crisis management efforts and identify areas for further research.
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a strategic perspective on human Resource Development
Advances in Developing Human Resources, 2007Co-Authors: Thomas N. GaravanAbstract:The problem and the solution. This article reviews the literature on strategic human Resource Development. It proposes a model of strategic Human Resource Development (HRD) which is multi-level and...
Erika Hayes James - One of the best experts on this subject based on the ideXlab platform.
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linking crisis management and leadership competencies the role of human Resource Development
Advances in Developing Human Resources, 2008Co-Authors: Lynn Perry Wooten, Erika Hayes JamesAbstract:The problem and the solution. Most executives are aware of the negative consequences associated with an organizational crisis and focus on communications and public relations as a reactive strategy. However, many neglect the other leadership responsibilities associated with organizational crises.This may result from lack of formal training and on-the-job experiences that prepare executives to lead crises. Executives who enable their organizations to recover from a crisis exhibit a complex set of competencies in each of the five phases of a crisis—signal detection, preparation and prevention, damage control and containment, business recovery, and reflection and learning. In this article, through the use of qualitative research design and the analysis of firms in crises, we examine leadership competencies during each phase of a crisis. In addition, this article links the important role of human Resource Development to building organizational capabilities through crisis management activities.
David Mcguire - One of the best experts on this subject based on the ideXlab platform.
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human Resource Development and society human Resource Development s role in embedding corporate social responsibility sustainability and ethics in organizations
Advances in Developing Human Resources, 2010Co-Authors: Thomas N. Garavan, David McguireAbstract:Human Resource Development (HRD) is increasingly expected to play a facilitative role in corporate social responsibility (CSR), sustainability, and ethics in organizations. However, there is also s...
Gary N Mclean - One of the best experts on this subject based on the ideXlab platform.
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competencies for port and logistics personnel an application of regional human Resource Development
Asia Pacific Education Review, 2008Co-Authors: Youngsik Ahn, Gary N McleanAbstract:Human Resource Development for regional strategic industries is an emerging emphasis for the Development of industries that have growth potential. This article identifies competencies and expertise levels needed by port and logistics industry personnel, a sector that has growth potential in Busan, South Korea. The research consisted of expert interviews to develop a competency survey. Six competency clusters and 16 sub-competencies were developed. This research was useful in the Development of an educational program and suggests ways in which regional human Resource Development (RHRD) can be used.
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a competency based human Resource Development strategy
Performance Improvement Quarterly, 2008Co-Authors: Noordeen T Gangani, Gary N Mclean, Richard A BradenAbstract:This article explores some of the major issues in developing and implementing a competency-based human Resource Development strategy. The article summarizes a brief literature review on how competency models can be developed and implemented to improve employee performance. A case study is presented of American Medical Systems (AMS), a mid-sized health-care and medical device company, where the model is being used to improve employee performance and gain a competitive advantage.
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the dilemma of defining international human Resource Development
Human Resource Development Review, 2007Co-Authors: Xiaohui Wang, Gary N McleanAbstract:From the beginning of the use of the term human Resource Development (HRD) to describe our field, there have been struggles over the meaning of the term and, even more broadly, of the field itself. In recent years, there has been increased attention to the question of the field’s definition, in general, as well as attention to the emerging field of national HRD. This article moves this exploration one more step toward an exploration of the dilemma of defining international and cross-national HRD. A beginning definition is offered, not as a definitive answer but to facilitate ongoing discussion in the dialogue on HRD definitions.
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national human Resource Development a focused study in transitioning societies in the developing world
Advances in Developing Human Resources, 2006Co-Authors: Gary N McleanAbstract:The problem and the solution. The world continues to be one that is marked by incredible disparities in wealth, education, employment, health, technology, infrastructures, safety, and other factors that contribute to one’s sense of well-being. The renewed interest in national human Resource Development may be an effective, systematic approach to assisting in reducing these disparities and in reaching the United Nation’s target to accomplish the Millennium Development Goals by 2015. Such Developments make it increasingly important for human Resource Development professionals to understand and contribute to this broader context of human Resource Development. This issue of Advances in Developing Human Resources fills one more niche in the growing literature related to national human Resource Development.
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national human Resource Development what in the world is it
Advances in Developing Human Resources, 2004Co-Authors: Gary N McleanAbstract:The problem and the solution. Recent exploratory research has affirmed the variations in understanding of the meaning of human Resource Development (HRD) from country to country based on a number o...
Laura L Bierema - One of the best experts on this subject based on the ideXlab platform.
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corporate social responsibility issues for human Resource Development professionals
International Journal of Training and Development, 2008Co-Authors: Tara Fenwick, Laura L BieremaAbstract:Recent human Resource Development (HRD) scholarship has called for greater focus on social responsibility and ecological sustainability. The purpose of this article is to explore the engagement of HRD professionals in corporate social responsibility (CSR), examining one central question: how do HRD professionals perceive their roles and challenges in implementing CSR in organizations that claim CSR to be a key focus of their corporate identity and operation? Understandings of CSR vary and are widely contested, but for the purposes of this discussion, CSR is defined as treating the stakeholders of the firm ethically or in a responsible manner. Drawing from a qualitative study of HRD managers in eight large North American firms declaring explicit commitment to CSR, the evidence shows that their engagement tends to focus on employee learning and promotion, employee ownership of Development, and employee safety and respect. Overall, however, HRD appeared to be only marginally involved or interested in the firms' CSR activities. The article concludes with an argument for greater engagement of HRD in CSR and offers suggestions for research and practice towards this end.
