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1.
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
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
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由于项目本身的特点,决定了项目实施过程中组织管理的特殊性。在一般项目管理组织研究中仅涉及组织结构设计、结构模式的选择及人力资源等传统方面,而忽视组织资本项目管理在组织中的作用。本文通过对组织资本的概念界定及其特征的分析,从新的视角探讨在组织结构优化条件下,对项目组织资源进行整合以达到项目组织资本效率提升的目的。 相似文献
5.
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
6.
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
7.
Ingerid S. Straume 《Educational Philosophy and Theory》2013,45(13-14):1465-1476
The paper explores the notion of ‘the subject’ in the context of education as an alternative to more limited concepts such as the student or learner. Drawing on the thought of Cornelius Castoriadis, the subject under consideration is a conscious, self-reflective subject that organizes and modifies itself in relation to a world of significations. Through the capacity for conscious self-modification, the subject becomes a self-reflective agent in a socially instituted world of significations. For Castoriadis, this kind of subjectivity is not readily available in every kind of social organization; rather, it is a possible product of a society that has instituted itself explicitly or autonomously. This socially instituted reflexivity is for Castoriadis historically associated with democracy, politics and philosophy. In the second part, the discussion is extended to the non-human realm and the world of the living being. Here, too, meaning—or proto-meaning in the case of the living being—is a constituent in the formation of a world. In this discussion, where Francisco Varela is an important source, concepts such as meaning, signification, normativity and purpose are introduced in the natural sciences, or rather, the sciences of human and non-human nature. The aim of the paper is twofold: on the one hand, to introduce pedagogical reflections into discussions about human on non-human nature; and, on the other, to develop a richer conceptual repertoire for exploring educational phenomena than what is immediately available. An important background, in both cases, is the possibility of ecological crisis, which poses new problems for educators. 相似文献
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Most Human Resource Development (HRD) and Performance Improvement (PI) professionals agree that organizational performance is critical. There is less agreement, however, on the specific concepts that underlie differing models of performance diagnosis and improvement. Part of this disagreement may stem from a lack of a strong theoretical and empirical grounding in the multi-disciplinary concepts that comprise the basis of performance improvement. Swanson's (1994) Performance Diagnosis Matrix of Enabling Questions identifies elements central to HRD effectiveness and provides a theoretical framework through which multiple and diverse scholarly contributions can be explored to provide HRD/PI with additional theoretical strength. This discussion offers a more complete and stronger understanding of HRD/PI and the elements necessary to improve organizational performance by researching significant authors and research studies for concepts raised in the fifteen enabling questions posed in Swanson's Performance Diagnosis of Enabling Questions. These fifteen questions address performance variables (mission/goal, systems design, capacity, motivation, and expertise) at three performance levels (organizational, process, and individual). 相似文献
9.
大学组织管理中的决策失误,包括战略性决策失误、制度性决策失误和应急性决策失误等。从组织文化的视角来看,这些决策失误的深层原因在于：大学组织核心价值观没有真正确立,决策主体的道德决策意识不强,行政权力与学术权力双向僭越,大学组织特定的组织惯性与气氛模糊责任主体。要防止和减少大学管理中的隐性决策失误,应当从反思基本价值观假设开始,确立正确的大学组织核心价值观,明晰大学组织愿景,变革大学制度文化,不断强化大学组织决策的道德强度。 相似文献
10.
论加强城市社区党组织建设的功能选择 总被引：1，自引：0，他引：1
许悦 《黑龙江教育学院学报》2009,28(3)
城市社区党建是党的基层组织建设的重要部分,是推进城市基层管理体制改革和社区建设的关键所在。在政治、经济、社会体制改革深入发展的今天,城市社区党建面临着许多问题,如何发挥社区党组织的领导功能,积极引导城市社区建设促进社会稳定,成为新时期加强党建工作的重点。 相似文献
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社会转型背景下,成人教育机构组织文化建设是其能否顺利实现适应性变革的关键。本文在对成人教育机构组织文化建设现状分析的基础上,提出应重视成人教育,凝炼组织文化价值体系;完善制度建设,保障组织文化行为规范;创建共同氛围,内化组织文化行为形态;加大基础投入,加强组织文化物质风貌建设,以构建适合成人教育机构发展的组织文化。 相似文献
12.
心理契约：大学班级管理新境界 总被引：1，自引：0，他引：1
华南 《扬州大学学报(高教研究版)》2011,15(1):76-79
心理契约是组织行为中强有力的决定因素,个体只有在高层次心理需求得以满足的前提下,才能最大可能地调动其积极性。班级作为一种社会组织,有必要引进心理契约理论,通过了解大学生心理期望、提升教育管理者素质、实现师生间沟通交流,构建起班级精神,发挥导向、凝聚、激励学生的功能,实现班级管理的高效化,促成班级管理达到一个新境界。 相似文献
13.
新制度主义组织社会学与教育组织研究存在着相伴相生的关系.一方面,前者的很多概念和观点是藉由后者而得出或加以求证的;另一方面,后者又借助前者获得了一种新的理论视野.这种新的理论视野关注组织同形、松散结构以及制度和组织的变革等问题,但新制度主义组织社会学在凸显环境、历史和认知因素在教育组织分析中的重要作用时,也存在忽略微观基础,淡化批判意识以及缺乏实践关联等不足. 相似文献
14.
企业社会责任对于推动企业、社会、自然和谐共存与健康发展具有重要的实践意义。首先在梳理国内外相关研究进展的基础上,对企业社会责任的内涵从广义与狭义两个角度分别进行界定,进而基于企业的角度,进一步分析企业履行社会责任的驱动因素,最后综合现有研究成果,分三个阶段介绍企业社会责任在我国的实践过程。 相似文献
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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.
David K. Scott 《Quest (Human Kinetics)》2013,65(4):403-415
The purpose of this paper is to link concepts of organizational culture, traditionally viewed from a corporate perspective, to management of intercollegiate athletic organizations. Relevant literature is reviewed to identify definitions and components of organizational culture, as well as elements of cultural strength. The relationship of culture to transformational leadership is recognized and ideas regarding how culture has been deciphered and managed in a corporate setting are presented. In addition, a critical perspective regarding organizational culture is examined and recognition is given to the importance of democratic ideals in the development of a “positive” culture. Recognizing that strong positive culture in a corporate organization generally equates with overall success, the implications for athletic organizations are important. These implications are discussed, and suggestions for athletic administrators and head coaches regarding culture management in collegiate sport organizations are presented. 相似文献
17.
学术交流是广大科技工作者交流思想、观念和信息的一种重要方式,是启迪智慧、获得灵感的有效途径。学术交流要发挥其应有作用,离不开好的组织形式和策略。为此,文章根据学术交流的实践,提出了高校学术交流的形式包括直接的学术交流和间接的学术交流、横向的学术交流和纵向的学术交流、层次性学术交流、需求性学术交流;学术交流的组织策略应坚持务实性原则、加强计划性和组织性、有完善的制度和充裕的经费作保障。同时,还以电子科技大学为例探讨了高校促进学术交流的创新机制。 相似文献
18.
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
19.
This study evaluates the effect that two experiences of political socialization had on different psychosocial and psychopolitical variables (social dominance orientation, right-wing authoritarianism, attitudes towards equality, socially conscious behaviour, empathy, attitude towards unfair behaviour by authorities, sociopolitical participation) in children in the city of Córdoba (Argentina). Specifically, it analyses the effect of participation in a social organization that promotes citizen education (Study 1), and participation in the Alternative Political Socialization Programme (APSP) (Study 2) created for this research. Likewise, a comparative analysis of both experiences was performed (Study 3). Children aged 10 and 11 participated in the experiences. A quasi-experimental design was used with a pre- and post-test, along with a quasi-control group. The results suggest a significant effect in the variables studied based on participation in these experiences, with differences according to the kind of programme. The study underscores the importance of designing alternative political socialization mechanisms geared at citizen training in childhood. 相似文献
20.
王骥洲 《山东教育学院学报》2014,(5):79-82
天地会是有清一代反社会性秘密社会组织。仪式行为建立并夯实了家族伦理秩序的组织结构,确立起价值观充分整合的文化同质性组织。仪式行为藉由民间信仰的宗教话语表达,促成组织结构、组织行为与组织价值整合的世俗话语落地。 相似文献