Regional human resource development: the case of Southeast Asia and ASEAN

Regional Human Resource Development in ASEAN: An Institutional Theory Perspective

“…Our review of ASEAN publications was exhaustive (totaling 372 official documents as of January 1, 2021), informed by our previous work where we employed qualitative data analysis software (ATLAS.ti) to examine ASEAN publications (Crocco & Tkachenko, 2022). We searched the ASEAN publications for the use of such phrases as "human resource development," "human capital development," "talent development," "workforce development," "skill development," "training and development" as well as comparable grammatical iterations.…”

“…With the rising influence of intergovernmental organizations such as the European Union and the Association of Southeast Asian Nations (ASEAN), the scope and complexity of human resource development (HRD) activities have expanded (Crocco & Tkachenko, 2022). Scholars have long recognized the European Union’s role in harmonizing education and training, improving lifelong learning opportunities, and recognizing vocational certificates (CEDEFOP, 2014; Dehmel & van Loo, 2014).…”

“…Furthermore, HRD researchers have called for multilevel investigations to advance National HRD research (Garavan et al, 2018) and elaborated on the concept of Regional HRD (Crocco & Tkachenko, 2022). Regional HRD was preliminarily defined as “a collective vision with corresponding activities for human resource development carried out by a group of countries for the benefit of their individuals, organizations, communities, nations, and the region as a whole” (Crocco & Tkachenko, 2022, p. 50). The term Regional HRD (uppercase r) was used to refer to a collection of countries (as in the case of ASEAN member states), whereas regional HRD (lowercase r) was proposed to refer to an administrative and/or geographical region of an individual country, for example, Northeast Thailand (Tkachenko et al, 2021).…”

“…More recently, McLean and Jiantreerangkoo (2020) discussed the role of National HRD in the era of COVID-19. Furthermore, HRD researchers have called for multilevel investigations to advance National HRD research (Garavan et al, 2018) and elaborated on the concept of Regional HRD (Crocco & Tkachenko, 2022). Regional HRD was preliminarily defined as “a collective vision with corresponding activities for human resource development carried out by a group of countries for the benefit of their individuals, organizations, communities, nations, and the region as a whole” (Crocco & Tkachenko, 2022, p. 50).…”

Mapping the Sustainable Human-Resource Challenges in Southeast Asia’s FinTech Sector

“…Singapore, Southeast Asia's financial hub, accounted for nearly half of the region's deals at USD 1.6 billion (UOB 2021). Additionally, the skill-related policies in Southeast Asian countries are shaping the extent of their participation in the global value chain, thus facilitating the evolution of Southeast Asia's labor market toward increased mobility for skilled professionals (Crocco and Tkachenko 2022). Along with newly established digital banks and FinTech companies, skilled HR mobility is among the most expected benefits in Southeast Asia.…”