Toward the Use of Human Resource Development for Societal Development

Kim, Namhee

doi:10.1177/1523422312446146

Cited by 16 publications

(15 citation statements)

References 16 publications

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“…One of the more exciting areas of HRD is the expanding mission of the field itself (McLean & McLean, 2001). As the mission of HRD expands into frameworks inclusive of community, national, and societal development around diverse issues of humanity and well-being (see Kim, 2012 and Kuchinke, 2010), the opportunity for HRD to impact significant research and practice is mounting. As we understand it, the evolving mission of HRD is to focus not only on outcomes, but also equally on the ways in which employees experience their environment and their work (Shuck, 2011; Wollard & Shuck, 2011).…”

Section: Emerging Implications For Hrd Practicementioning

confidence: 99%

“…Curiosity, discussion, and scholarship around the employee engagement construct in the human resource development (HRD) field have all developed robustly over the past decade. This interest has maintained course, and even stoked embers of debate long burning, as the field itself navigates evolutions of emerging missions, purposes, and boundaries (Kim, 2012; Lee, 2001; Roth, 2004). At the same time, recent study in HRD has turned attention toward understanding the connections between work, the individual experiences of work, and the unique performance connections associated with an employee’s level of engagement within his or her work (Shuck & Rocco, in press).…”

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confidence: 99%

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Reframing Employee Engagement Within the Context of Meaning and Purpose

Shuck

Rose

2013

Advances in Developing Human Resources

111

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The Problem. Leaders who develop high levels of employee engagement within their organizations enjoy increased levels of competitive advantage. Consequently, organizations understandably desire higher levels of engagement. However, present research and perspectives on employee engagement have focused primarily on leveraging outcomes toward performance rather than the conditions that nurture performance. Such a unidimensional focus presents a gap in understanding how engagement emerges in practice and what strategies human resource development (HRD) practitioners can utilize to cultivate positive conditions for employee engagement. The Solution. Reframing engagement within the context of meaning and purpose provides a unique lens from which to view the conditions that cultivate the development of engagement. In this article, we present an alternative, yet complementary view of employee engagement that focuses on how performance can be sustained within the context of meaning and purpose. Emerging implications for the field of HRD are explored. The Stakeholders. The intended audience for this article includes HRD scholars, scholar-practitioners, practitioners, and students interested in the development and use of employee engagement, meaningful work, and the operationalization of meaning and purpose within an HRD context.

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Section: Emerging Implications For Hrd Practicementioning

confidence: 99%

mentioning

confidence: 99%

Reframing Employee Engagement Within the Context of Meaning and Purpose

Shuck

Rose

2013

Advances in Developing Human Resources

111

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“…In a more recent study, Blakeley and Higgs (2014) empirically showed that leaders’ abilities to understand the role of language, power, and symbolic capital were critical in developing responsible leaders. Others argued for HRD’s role in contributing to the community and broader stakeholders (Baek & Kim, 2014; Kim, 2012; Yamnill & McLean, 2013), and called for the need to utilize HRD and OD expertise to increase organizations’ responsiveness to societal and global demands (Becker et al, 2010; Stolz, 2014).…”

Section: The Csr-hr Linkmentioning

confidence: 99%

Examining the Link Between Corporate Social Responsibility and Human Resources: Implications for HRD Research and Practice

Jang

Ardichvili

2020

Human Resource Development Review

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This integrative literature review examines the links between corporate social responsibility (CSR) and human resources (HR). We review and closely examine three bodies of literature that discuss the CSR-HR link: (a) the CSR literature, (b) the human resource management (HRM) literature, and (c) the human resource development (HRD) literature. Our review suggests that although CSR and HR are closely interrelated, there is currently a lack of developmental perspectives underlying the CSR-HR link. Thus, based on our review of theoretical and empirical research, we point to four main areas in which HRD may play an important role in promoting CSR in organizations, including leadership development, education and training, culture change, and fostering critical reflection. Our findings underline the increasing relevance of CSR to the field of HR including HRM and HRD, and provide implications for HRD research and practice, along with recommendations for future research.

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“…İnsan kaynaklarının yönetilmesi ve geliştirilmesine yönelik perspektifin çeşitli toplulukların sosyal gelişmelerinin sağlanması için uyarlanması da (Kim, 2012), örgüt ve endüstri psikolojisinin çalışma alanlarından birisini oluşturmalıdır. Ayrıca, sivil toplum kurumlarını gelecekte bekleyen sektörel gelişmeler ya da kısıtlar, bu alanda çalışan kurumların kendi ekosistemleri içinde işbirlikleri geliştirmelerini, sosyal problemlere çok paydaşlı ve bütünleştirici şekilde yaklaşmalarını da gerekli kılabilir; bu yeni koşullara sivil toplum örgütlerinin ve sivil alan çalışanlarının hazırlıklı hale getirilmesi, üstlendikleri projeleri daha etkin ve verimli şekilde gerçekleştirmeleri ve kalıcı etki yaratacak çözümlerin peşine düşmeleri gerekmektedir.…”

Section: 4unclassified

Being trainer in civil society: The motivational effect of trainers’ individual characteristics and structural job characteristics of training projects<p>Sivil toplum alanında eğitmenlik: Eğitimci motivasyonunu etkileyen bireysel özellikler ve eğitim projelerinin yapısal iş özellikleri

Işık

Bozçam²

2016

HumanSciences

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The aim of this research is to understand the motivation of trainers who work in civil society as one of the most influential actor of the sector and take important roles in lifelong learning programs and non-formal training projects. The individual characteristics and the features of job structure that trigger the trainers to work in civil society are investigated. Since we didn’t meet any study on this issue in the local literature, the qualitative methodology was preferred in order to investigate research question in the context of Turkey. Data were collected by semi-structured interviews with 11 trainers. The inductive qualitative data analysis was applied to transcribed interviews and MAXQDA 11 was used as qualitative data analysis software. Results showed that trainers’ self-construal based on their role in civil society is one of the individual characteristics that directs trainers to work in civil arena. Trainers’ behavioral competencies like adaptation and team working; and technical competencies like being able to use training methods and tools effectively are other themes under individual characteristics that motivate trainers. Basic individual values like sensitivity to social problems, worldview from the angle of human rights and democracy, and scientific approach were observed as the factors that lead people to work in civil organizations. The structural characteristics of training program like the project topic, target groups, and relationship within the team were among the dimensions of job structure. Moreover, frequency of training delivery, time pressure, and compensations were salient themes of working conditions in training projects. In this paper, the effect of all these factors on trainers’ motivation to involve in the civil society training projects is going to be discussed. ÖzetBu araştırmanın amacı sivil toplum alanının en etkili aktörlerinden biri olan ve yaygın eğitim çalışmalarında önemli roller üstlenen sivil alan eğitmenlerinin çalışma motivasyonlarının anlaşılmasıdır. Hangi bireysel özelliklerin ve işin yapısından kaynaklanan hangi unsuların eğitmenleri sivil alanda çalışmaya yönelttiği incelenmektedir. Ulusal literatürde bu konuda bir çalışmaya rastlanmadığından, özellikle araştırma sorusunun Türkiye bağlamında anlaşılması için nitel araştırma yöntemi tercih edilmiştir. Onbir sivil alan eğitmeni ile yarı yapılandırılmış mülakat gerçekleştirilmiştir. Deşifre edilen görüşmeler üzerinde tümevarıma dayalı içerik analizi uygulanmış, nitel veri analizi programı olarak da MAXQDA 11 kullanılmıştır. Bulgular, bireyin benlik tanımlamasını sivil alanda üstlendiği eğitmenlik rolü üzerinden yapmasının, bireysel tetikleyicilerden birisi olduğunu göstermektedir. Eğitmenlerin adaptasyon, takım çalışması gibi davranışsal yetkinlikleri ile eğitim yöntem ve araçlarına hâkimiyeti gibi teknik yetkinlikleri diğer bireysel özelliklerdir. Son olarak, toplumsal sorunlara duyarlılık, hak ve demokrasi temelli dünya görüşü, bilimsel yaklaşım gibi temel değerler de kişileri sivil alanda çalışmaya güdüleyen unsurlardır. Sivil toplum eğitmenlerinin yürüttükleri eğitim programının yapısı, yani, projenin türü, konusu, hedef kitle ve ekip içindeki ilişkiler gibi özellikler, işin yapısal özellikleri arasında yer almaktadır. Eğitimi verme sıklığı, zaman kısıtları ve ücretlendirme gibi unsurlar da eğitim projesindeki çalışma koşulları kapsamında görüşmelerde öne çıkan temalar arasındadır. Bu makalede, bu unsurların eğitmenlerin motivasyonu üzerindeki etkileri tartışılacaktır.

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Toward the Use of Human Resource Development for Societal Development

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.

Cited by 16 publications

References 16 publications

Reframing Employee Engagement Within the Context of Meaning and Purpose

Reframing Employee Engagement Within the Context of Meaning and Purpose

Examining the Link Between Corporate Social Responsibility and Human Resources: Implications for HRD Research and Practice

Being trainer in civil society: The motivational effect of trainers’ individual characteristics and structural job characteristics of training projects<p>Sivil toplum alanında eğitmenlik: Eğitimci motivasyonunu etkileyen bireysel özellikler ve eğitim projelerinin yapısal iş özellikleri

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