Human resource development: an emerging profession‐an emerging purpose

Davis, Larry Nolan; Mink, Oscar G.

doi:10.1080/0158037920140208

Studies in Continuing Education

1992

DOI: 10.1080/0158037920140208

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Human resource development: an emerging profession‐an emerging purpose

Larry Nolan Davis

Oscar G. Mink

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“…Performance should not be only understood as individual employee behaviour but in currents concepts three performance levels are distinguished (Davis andMink 1992, Rummler andBrache 1995) : The ® rst level, that of the organization , places the emphasis on the relationship of the organization with its environment and the structure of the various parts of the organization (Rummler and Brache 1995). A clearly recognizable culture (an aggregat e of shared beliefs, standards and values within an organization ) and clearlyfocused aims are of importance at this level (Davis and Mink 1992). The second level (the group level), involves groups or teams within the various parts of the organization that have shared aims, standards and values.…”

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confidence: 99%

The future of HRD

Streumer¹,

Klink²,

Brink³

1999

International Journal of Lifelong Education

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What organizational, technological and training developments will become crucial in the coming years, and what consequences will they have for human resource development? These questions have led to a study carried out by the faculty of Educational Science and Technology at the University of Twente, in the Netherlands. The ultimate aim of the study was to create an inventory of trends and developments which professionals deem to be in¯uential with regard to the future HRD ® eld. One direct catalyst for the study was the report of a similar study in the United States, involving HRD executives, carried out by the American Society for Training & Development. Following a brief explanation of the research plan and methods, this article describes the ® ndings of the Dutch study an compares these with the results of the American research. It concludes with comments regarding the implications of the information obtained through this investigation.

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confidence: 99%

The future of HRD

Streumer¹,

Klink²,

Brink³

1999

International Journal of Lifelong Education

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Making sense of global warming

Sadler‐Smith

2014

European Journal of Training and Development

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Purpose – This study aims to make sense of global warming. Using the concept of design science (as distinct from explanatory science) and by drawing on recent debates in management and organization studies, the study considers whether the principal mission of human resource development (HRD) research should be to design and develop actionable knowledge that practitioners in organizations can use to solve their pressing field problems. By way of illustration, it poses the question of whether HRD research, in terms of design science principles, can offer solutions to one of the most pressing problems confronting humanity, i.e. global warming. Design/methodology/approach – The study does this from the perspective of dual process theories of human cognition in discussing the arguments presented by various researchers that experiential/intuitive modes of sensemaking are more likely to mobilize effective pro-environmental behaviours than are the traditional rational/analytical modes of sensemaking employed in many HRD and educational interventions and programmes. Findings – An inference that may be drawn is that HRD research may be better positioned not as an academic discipline nor as subordinate or superordinate to human resource management, but rather as an emergent solution-oriented “design science”. Originality/value – The study uses design science perspective for HRD.

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Human resource development: an emerging profession‐an emerging purpose

Cited by 2 publications

References 1 publication

The future of HRD

The future of HRD

Making sense of global warming

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