Human resource development: Performance is the key

Swanson, Richard A.

doi:10.1002/hrdq.3920060208

Cited by 247 publications

(203 citation statements)

References 1 publication

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“…Harrison and Kessels (2004, p.4) define HRD as an oganizational process comprising "the skillful planning and facilitation of a variety of formal and informal learning and knowledge processes and experiences, primarily but not exclusively in the workplace, in order that organisational progress and individual potential can be enhanced through the competence, adaptability, collaboration and knowledge-creating activity of all who work for the organisation." Swanson (1995) sees HRD as a process aimed at performance improvement by developing and unleashing human expertise through organisation development and personnel training and development. Rao (1985) elaborately define HRD as "a process by which the employees of an organisation are helped, in a continuous, planned way, to: acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles; develop their general capabilities as individuals and discover and exploit their own inner potential for their own and/or organisational development purposes; develop an organisational culture in which the supervisor-subbordinate relationships, teamwork, and collaboration among sub-units are strong and contribute to the professional well being, motivation and pride of employees.…”

Section: Human Resource Developmentmentioning

confidence: 99%

Human Resource Development Climate as a Predictor of Citizenship Behaviour and Voluntary Turnover Intentions in the Banking Sector

agbarevo¹

2011

IBR

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This study aims to examine the relationships among human resource development climate (HRDC), organisational citizenship behaviour (OCB) and voluntary turnover intentions (VTI) in the banking sector. Questionnaires were distributed to working adults in Nigerian commercial banks to guage the employees' individual perception, and thus data obtained was treated as an individual data source. About 600 questionnaires were distributed and a total of 303 were receieved representing a response rate of 50.5%. Of these, 233 were usable for data analysis as others were incomplete. The results indicate that the HRDC has a significant relationship with OCB and VTI. However, OCB shows no significant relationship with VTI. The study findings and their implications for organisations in general and Nigerian banks in particular are discussed.

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Section: Human Resource Developmentmentioning

confidence: 99%

Human Resource Development Climate as a Predictor of Citizenship Behaviour and Voluntary Turnover Intentions in the Banking Sector

agbarevo¹

2011

IBR

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“…The bottom line of every HRD effort is to improve performance [4]. HRD programmes are, by definition, designed and implemented to improve employee capability to perform effectively and meet performance expectations [5].…”

Section: Literature Reviewmentioning

confidence: 99%

“…Several scholars have asserted a positive relationship between HRD and organisational performance [6], [7], [8]. Swanson [4] posited that HRD affects positively the three levels of performance: organisation, process and individual. Human Capital theorists believe that firms should protect their core competencies through investment in training and development [9].…”

Section: Literature Reviewmentioning

confidence: 99%

The Effects of Human Resources Development on Financial Performance of Organisations

Odumeru¹,

Ilesanmi²

2015

Asian bus. rev.

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Contemporary organisation invests huge resources on a regular basis on Human Resources Development (HRD) initiatives because of the age long belief that this will enhance efficiency and effectiveness. But sadly, these expectations often go unfulfilled. This study empirically tests the effect of HRD on financial performance with employee competence and organisational commitment acting as mediating mechanisms. A total of 84 copies of a questionnaire that was distributed to and received from bank workers of two of Nigeria's leading banks: First Bank of Nigeria Plc and Zenith Bank Plc to elicit relevant data on employee participation in and perceived benefits of HRD, commitment & competence and financial performance were analysed using Cronbach's Coefficient Alpha and multiple regression analysis. Results show a significant relationship between employee participation in HRD including perceived benefits of HRD and organisational commitment and employee competence. The study also shows a significant relationship between competence & commitment and financial performance. Thus organisation should focus attention on delivering consistent HRD initiatives relevant to the need of employees and focused on addressing identified Skills, Knowledge and Abilities (KSA) gaps for a continuous financial performance improvement

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“…On this, scholars and researchers (Gary S. Becker, 2011) posit that Education and Technology coupled with Health are tools for human capital development at individual level, organizational level and national level. Advancement in Human Capital Development (HCD) implies high skills capacity for the nation at the aggregate; meaning that there is large percentage of the people who perform beyond their native ability due to expansion in skills and capacity building which leads to development (G. N. McLean, 2004;Swanson, 1995). On this note, HR at the university system should not be taken lightly in view of the fact of the implication of it at the national level towards economic growth and development.…”

Section: Administration: Roadmap To Total Quality Management In Univementioning

confidence: 99%

Quality Administration and Management in Higher Education in Nigeria: Implications for Human Resource Development

Akinyemi¹,

Abiddin²

2013

IES

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The dynamic changes in today's world have made countries of the world masters of their own destinies. In this light, it has become noted today that 'the affluence or penury of nations depends largely on the quality of higher education'. This is informed by the fact that higher education systems of a nation is the 'machinery of manpower creation' of the nation and as a result nations have to embrace quality on a continuous basis to be able to be in touch with the realities of today's change in technological, sociological and economical dimensions. Quality higher education system will produce quality skills and quality human capacity. Therefore, in adjustment to needs for development countries such as Nigeria should embrace and implement Continuous Quality Improvement (CQI), Total Quality Management (TQM) in the universities and Higher Education administration for the purpose of all-round Human Resource Development. TQM and CQI implementation in the university system will go a long way in expanding the skills and capacity of the academic staffs and consequently that of the students. In effect, there will be increase in Human Capital Development across the nation and the attendant economic growth, technological growth, innovation and general Human Resource Development towards National Development. Thus, this article reviewed the literatures on quality administration and management in higher education in Nigeria with the aims of highlighting the implication of human resource development.

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Human resource development: Performance is the key

Cited by 247 publications

References 1 publication

Human Resource Development Climate as a Predictor of Citizenship Behaviour and Voluntary Turnover Intentions in the Banking Sector

Human Resource Development Climate as a Predictor of Citizenship Behaviour and Voluntary Turnover Intentions in the Banking Sector

The Effects of Human Resources Development on Financial Performance of Organisations

Quality Administration and Management in Higher Education in Nigeria: Implications for Human Resource Development

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