Wichai Kannalongkorn Human resources management (hrm) can be broadly defined as “all those activities associated with the management of work and people in organizations” (boxall & purcell, 2011). it serves as a focus of study but also as an occupation for specialists and a day to day component of the work of line managers. hrm is a relatively new area of study. Although human resource development (hrd) professionals enjoy the use of personality tests in their practice, the appeal of these tests to some is harshly criticized by others. personality tests attract through optimistic descriptions and ease of use for individual and team development while often lacking predictive and discriminant validities.
Wichai Kannalongkorn Economic theory was explored and explained focusing on human capital theory; and it was demonstrated how economic theory is associated with strategic hrd.,the core theory description and linking to adult and professional education, organizational development and strategic hrd may give understanding of the hrd foundations and ethical perspective. The article received the 2010 elwood f. holton iii research excellence award from the academy of human resource development. we noted that hrd professionals can assist team leaders to assess and facilitate the team’s interaction patterns and support the type of learning that is most needed at the time for goal accomplishment. The role of human resource development in organizational change: professional development strategies of employees, managers and hrd practitioners may 2014 doi: 10.1007 978 94 017 8902 8 38. Purpose –the purpose of this study was to explore the foundational theories in human resource. development (hrd) by rev iewing the litera ture from an hrd perspect ive. the following res earch.
Wichai Kannalongkorn The role of human resource development in organizational change: professional development strategies of employees, managers and hrd practitioners may 2014 doi: 10.1007 978 94 017 8902 8 38. Purpose –the purpose of this study was to explore the foundational theories in human resource. development (hrd) by rev iewing the litera ture from an hrd perspect ive. the following res earch. The aim of this chapter is to present, and provide empirical evidence for, an approach that gives central stage to organizational actors operating strategically in the context of professional development, based on the learning network theory (van der krogt 1998; poell et al. 2000; poell and van der krogt 2002, 2010). This chapter offers an overview of key areas of human resource development (hrd) and how they can be used to enhance an organisation’s creativity and innovation capability. particular focus is paid to recruitment and selection, training and reward, and where.
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