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1.
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
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.
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
4.
组播作为一种节约网络带宽、降低网络负载的有效手段,在视频传输中具有广阔的应用前景。本文针对组播中的会话内公平性问题,深入研究了多速率组播分层解决方案的实现机制,并基于目前的研究现状和进展指出了分层组播现存的有关问题。同时为分析分层解决方案在解决组播会话内公平性问题中的有效性,文中通过网络仿真器NS进行了实验评价。 相似文献
5.
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
6.
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
7.
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
8.
Robin L. Jarrett Sarai Coba-Rodriguez 《Journal of Education for Students Placed at Risk》2017,22(2):57-76
Researchers have examined the impact of family on child literacy among low-income African American families and preschoolers considered to be at risk for not being ready for kindergarten. Quantitative studies identify family-parental variables associated with poorer literacy outcomes, whereas qualitative studies detail family practices that promote child literacy development. Addressing the limitations of social address variables in quantitative research, and the paucity of research on preschoolers in qualitative research, this study examines the home-based literacy practices of 20 low-income, African American families with preschoolers in Head Start transitioning to kindergarten. Using qualitative interviews informed by a resilience framework, we found that home-based literacy activities were carried out within teams of diverse kin who worked together to promote children's school readiness. Family literacy teams expanded the literacy resources available to preschoolers, providing a rich literacy environment for children's development. These findings contribute to our substantive understanding of literacy practices within low-income African American families, resilience theory, and culturally relevant home-school collaborations. 相似文献
9.
Sharon J. Korth 《Performance Improvement Quarterly》1997,10(4):51-71
There is a large body of literature on the instructional design process but little information about the planning practices of Human Resource Development (HRD) practitioners, those who may be devising training or organization development interventions. This article describes qualitative research conducted on the planning processes of five experienced HRD practitioners. Results indicate that subjects had similar mental models of the planning process, portraying the general framework as: a) discerning the desired outcomes, b) understanding the current situation, and c) designing a process to meet the needs. They characterized the planning process as holistic and iterative, involving the use of scenarios, and paradoxical in nature. This paper will identify how the subjects' values, beliefs, and principles of practice influenced their planning. It will also describe techniques used by the subjects to enhance their planning, which involved activating internal resources (prior experience), seeking external resources (reading, talking to others), and tapping into their subconscious for insights or answers. Implications for education, practice, and further research on the planning practices of HRD practitioners will be proposed. 相似文献
10.
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
11.
Many corporate Human Resource Development (HRD) department staff are type-cast as trainers. They have tried to become human performance technologists and have found it difficult to accomplish. This article describes how developing and implementing a set of strategic plans guided one HRD department through its evolution from delivering conventional training to delivering multiple performance improvement interventions. It will show how projects were selected, developed, and managed over a three-year period to meet the customer's critical business issues and the HRD department's strategic plan. 相似文献
12.
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
13.
In corporations across America, a race is on to find new ways to maximize human capital. An emphasis on lifelong learning will be vital for the success of our future workforce. As demographic shifts occur, the “older worker” will emerge as a primary target for this human development effort. This article explores the implications of this demographic shift for the human resource development and human performance technology (HRD/HPT) professional and recommends strategies for meeting this business need. First, we discuss the realities of this demographic shift and compare our current workforce demographics to those of the future. Next, we examine the common myths about the “older worker,” as well as what current research reports about this special population. Finally, we examine the impact of this trend on our profession. We discuss strategies for modifying the workplace environment, reassessing workforce motivational strategies, and altering training practices in order to serve this older worker population. In conclusion, we look at the implications for the future in HRD/HPT research. 相似文献
14.
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
15.
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
16.
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
17.
Klaus K. Urban 《High Ability Studies》1991,1(1):99-113
Compared to the number of articles in the American literature, creativity is a relatively neglected topic in psychological/educational research and theory in Western Europe. There are no scientific creativity schools or research centres; progress depends more or less on the personal interest of researchers in creativity, leading to studies and papers which are scarce and dispersed in national (sometimes international) journals. To a high degree this work has been stimulated and influenced by developments in American creativity research in the fifties and sixties. Nevertheless, apart from the American oriented work there is a more or less typical European line of creativity research and theory. This review is based upon more than 200 articles published in the last two decades. Twelve trends will be formulated, emerging especially from recent creativity assessment and testing devices; other topics are creativity in everyday settings, in business and management, and different approaches in fostering and training creativity. 相似文献
18.
Alberto Villani Valeria Silva Dias Juarez Melgaco Valadares 《International Journal of Science Education》2013,35(7):907-937
Over the last 50 years a new research area, science education research, has arisen and undergone singular development worldwide. In the specific case of Brazil, research in science education first appeared systematically 40 years ago, as a consequence of an overall renovation in the field of science education. This evolution was also related to the political events taking place in the country. We will use the theoretical work of Rene Kaës on the development of groups and institutions as a basis for our discussion of the most important aspects that have helped the area of science education research develop into an institution and kept it operating as such. The growth of this area of research can be divided into three phases: The first was related to its beginning and early configurations; the second consisted of a process of consolidation of this institution; and the third consists of more recent developments, characterised by a multiplicity of research lines and corresponding challenges to be faced. In particular, we will analyse the special contributions to this study gleaned from the field known as the history and philosophy of science. 相似文献
19.
李晶 《四川师范大学学报(社会科学版)》2011,(6):125-129
20世纪美国女剧作家苏珊·格拉斯佩尔在生时与尤金.奥尼尔齐名,身后在美国文学评论界遭遇近20年沉寂。70年代开始被"重新"挖掘,90年代以后逐渐回温,并在我国外国文学研究界逐步引起重视。格拉斯佩尔研究应该走出"女性主义"政治学的局限,关注其作品的美学和文学本体价值。 相似文献
20.
美国高等教育发展进程中的院校研究 总被引：11，自引：0，他引：11
蔡国春 《清华大学教育研究》2004,25(4):34-42
“院校研究”是流行于美国高等教育领域的一个重要术语。美国高等教育发展进程中的每一次重大变化都对院校研究实践产生了直接或间接的影响。院校研究在美国的产生和发展源于来自高等学校内部和外部两个方面的驱动力。高等学校基于改进院校管理的需要是院校研究得以产生的内在动力，而政府和社会公众对于高等教育质量和效益的关注所施加于高等学校的压力，则是推进美国院校研究大规模、制度化开展的根本原因。几十年来，院校研究的功能和领域不断扩展，为美国高等学校改进管理决策、提高办学效益、履行说明责任、赢得外部支持发挥了应有的作用。 相似文献