Abstract:Author Note: This article was subjected to a two-tier, blind review process that did not involve any of the contributing authors who are currently members of the editorial board.
“…Later, the concept of HRD embarked on the common interest of human development as a whole at the community, national, and international stage. Kim (2012); Metcalfe, (2011); Tome´ E. (2011) also sated the same in their articles. Devadas, Silong & Krauss (2011) have stated the potentiality of Modern Human Resource Development Practice to deal with the challenges of the new millennium.…”
Human Resource Development (HRD) is a precondition of economic growth, political stability and social sustainability. HRD intervention may facilitate achieving high-performance standards at individual, organizational, national, and international echelon. The paper is designed to explore and catalog different dimensions and variables of HRD through a critical review of existing literature. Hence, the opinion of HRD experts was collected through focus group discussion and face to face interview to authenticate the explored variables of HRD. The study has explored different dimensions and variables of HRD with regard to inputs, objectives, interventions, outputs, outcomes, and beneficiaries of HRD comprehensively by using the scoping review technique. The study has contributed to the existing body of knowledge by providing a new definition of HRD and presenting its different dimensions systematically. There is an immense scope to develop further knowledge on HRD if the empirical validity of the HRD variables is investigated comprehensively.
“…Later, the concept of HRD embarked on the common interest of human development as a whole at the community, national, and international stage. Kim (2012); Metcalfe, (2011); Tome´ E. (2011) also sated the same in their articles. Devadas, Silong & Krauss (2011) have stated the potentiality of Modern Human Resource Development Practice to deal with the challenges of the new millennium.…”
Human Resource Development (HRD) is a precondition of economic growth, political stability and social sustainability. HRD intervention may facilitate achieving high-performance standards at individual, organizational, national, and international echelon. The paper is designed to explore and catalog different dimensions and variables of HRD through a critical review of existing literature. Hence, the opinion of HRD experts was collected through focus group discussion and face to face interview to authenticate the explored variables of HRD. The study has explored different dimensions and variables of HRD with regard to inputs, objectives, interventions, outputs, outcomes, and beneficiaries of HRD comprehensively by using the scoping review technique. The study has contributed to the existing body of knowledge by providing a new definition of HRD and presenting its different dimensions systematically. There is an immense scope to develop further knowledge on HRD if the empirical validity of the HRD variables is investigated comprehensively.
“…NHRD examines the HRD efforts within a country; its framework is necessarily strategic in nature because it takes into account the scope of HRD efforts on a national scale of professionals who seek to develop that country's human capital. Kim () explains NHRD this way:Although NHRD tends to originate in national interests of employment and preparation for employment issues, manpower planning, or human capital investment … the issues and problems that are currently being addressed in NHRD research and practice are more in the public domain, such as poverty, education, social justice, welfare, or health. (p. 244)…”
Section: Review Of the Literaturementioning
confidence: 99%
“…The challenges in Haiti include poverty, illiteracy, disease (resulting to a large extent from lack of infrastructure that includes potable water and sanitation) and natural disasters. “HRD in the scholarly community is becoming conceptualized beyond its effects on individuals and organizations, and its potential to contribute at the societal level is being explored based on a range of motivations” (Kim, , p. 243). Haiti's Ministry of Planning and External Cooperation has set forth a “Strategic Plan for the Development of Haiti,” which provides a question‐and‐answer format in 10 areas of inquiry.…”
Section: Review Of the Literaturementioning
confidence: 99%
“…NHRD examines the HRD efforts within a country; its framework is necessarily strategic in nature because it takes into account the scope of HRD efforts on a national scale of professionals who seek to develop that country' s human capital. Kim (2012) explains NHRD this way:…”
Our case study examines national human resource development in Haiti, a developing country that has not yet been carefully studied within NHRD research. Using a descriptive case study approach, we collected data through participant observation and documents of an innovative elementary school. Data analysis revealed a gap between Haiti's educational standards and quality NHRD outcomes, and that the NHRD literature can be broadened through case study research that focuses on countries that lack a well‐articulated and ‐executed strategy for NHRD.
“…It is generally focused on organizational development, training and development, and career development (cf. Kim, 2012). As such, it is critical for HRD researchers and practitioners to have access to current and relevant knowledge about the evolving nature of careers.…”
Research on human resource development is needed to empirically document the changing nature of careers among successive generational cohorts of workers. This article offers a conceptual framework for examining shifting careers, which accounts for important demographic shifts occurring in the labor force. Our research framework provides a comprehensive set of career-related variables (including career expectations, experience, and outcomes) for investigation. We illustrate the need to consider confounding influences of other demographic shifts in the study of changing careers, using the Canadian context as an illustrative example. We further argue that generational differences may be confounded with gender, immigration, and socioeconomic effects, and therefore, all three effects need to be considered simultaneously with generation. We identify some of the challenges faced by organizations in adjusting to these shifts and conclude with directions for future research.
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