A perspective adjustment to add value to external clients, including society

Kaufman, Roger; Guerra, Ingrid

doi:10.1002/hrdq.1016

Cited by 8 publications

(5 citation statements)

References 9 publications

(7 reference statements)

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“…Second, although psychology research on training has been a topic traditionally studied at the individual level of analysis and more recently at the team level of analysis, this review also includes organization and society levels of analysis. The present article goes beyond the traditional levels of analysis because, as noted by Kaufman & Guerra (2001), "we have entered a new era in which both achieving useful results and proving that they add value to the organization and our shared society are required" (p. 319). Third, thanks in part to the availability of cheaper and faster ways to send and receive information using the Internet, human resource management interventions and training efforts in particular are taking place at a global level (Cascio & Aguinis 2008).…”

Section: Introductionmentioning

confidence: 99%

Benefits of Training and Development for Individuals and Teams, Organizations, and Society

Aguinis

Kraiger

2009

Annu. Rev. Psychol.

1,008

758

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This article provides a review of the training and development literature since the year 2000. We review the literature focusing on the benefits of training and development for individuals and teams, organizations, and society. We adopt a multidisciplinary, multilevel, and global perspective to demonstrate that training and development activities in work organizations can produce important benefits for each of these stakeholders. We also review the literature on needs assessment and pretraining states, training design and delivery, training evaluation, and transfer of training to identify the conditions under which the benefits of training and development are maximized. Finally, we identify research gaps and offer directions for future research.

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Section: Introductionmentioning

confidence: 99%

Benefits of Training and Development for Individuals and Teams, Organizations, and Society

Aguinis

Kraiger

2009

Annu. Rev. Psychol.

1,008

758

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“…In alignment with this argument, Kaufman and Guerra (2002) have postulated that a perspective of societal involvement is also important for human resource development (HRD) (in this study, OD is considered a "component of HRD", Swanson and Holton, 2001, p. 257): "if we don't add societal value along with client satisfaction, we will be replaced by others who will" (p. 110). Certainly, the derivation of such goals of societal involvement is still contested in the field.…”

Section: Definitions and Terminology Contextmentioning

confidence: 98%

The role of OD practitioners in developing corporations’ capacity to practice corporate citizenship

Stolz¹

2014

European Journal of Training and Development

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Purpose – This study aims to analyze how organization development (OD) practitioners develop corporate citizenship for the purpose of increasing their organization’s capacity to practice corporate citizenship. Research shows that very few corporations have the organizational capacity to practice corporate citizenship. Evidence exists that ever more corporations adopt programs of corporate citizenship development to increase this capacity. However, there still is a general lack of a strategic understanding of how corporate citizenship development occurs. The potential of OD frameworks and tools for developing corporate citizenship have been highlighted. Nevertheless, how OD practitioners develop corporate citizenship has not been studied empirically so far. Design/methodology/approach – A sociomaterial case study design was used. The work of six OD practitioners when developing corporate citizenship in one of the largest pharmaceutical corporations was studied over several months, based on interviews, observations and document analyses. Findings – The findings presented offer model practices of corporate citizenship development, in the form of five core strategies and five core behaviors that increase an organization’s capacity to practice corporate citizenship. Research limitations/implications – With this study, the notion of corporate citizenship development has become established as a distinct research area. The study might encourage further research in this important niche area. Practical implications – The findings have direct practical implications for at least seven different stakeholder groups. Originality/value – The findings shed new light on both the epistemological and practical foundations of the concept of corporate citizenship, and hint to a new role of the fields of OD and human resource development in the twenty-first century.

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“…However, a more recent perspective is that training and development efforts benefit individuals and organizations but also society at large (Aguinis & Kraiger, 2009). As noted by Kaufman and Guerra (2001), "we have entered a new era in which both achieving useful results and proving that they add value to the organization and our shared society are required" (p. 319). Most of the research on the relationship between training activities and their benefits for society has been conducted by economists, and the focal dependent variable is national economic performance.…”

Section: Selective Contributions Of I/o Psychology To Organizational ...mentioning

confidence: 99%

Organizational responsibility: Doing good and doing well.

Aguinis¹

2011

APA Handbook of Industrial and Organizational Psychology, Vol 3: Maintaining, Expanding, and Contracting the Organization.

402

328

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A perspective adjustment to add value to external clients, including society

Cited by 8 publications

References 9 publications

Benefits of Training and Development for Individuals and Teams, Organizations, and Society

Benefits of Training and Development for Individuals and Teams, Organizations, and Society

The role of OD practitioners in developing corporations’ capacity to practice corporate citizenship

Organizational responsibility: Doing good and doing well.

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