Leveraging human assets for MNCs performance: the role of management development, human resource system and employee engagement

Hooi, Lai Wan

doi:10.1080/09585192.2019.1590443

Cited by 28 publications

(32 citation statements)

References 102 publications

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“…The tension between “developing humans” and “developing resources” has long existed at the heart of Human Resource Development. Advocates for a human capital approach to developing employees have long espoused the view that investment in employee competencies is required to meet an organization’s strategic goals (Gaudet et al, 2017; Hooi, 2019; Sheehan & Shanahan, 2017). Such approaches identify value in leveraging human assets to enhance productivity and performance, thus increasing competitiveness and sustainability (Mitsakis & Aravopoulou, 2016).…”

Section: Human Capital and Hrd: Developing Humans Or Developing Resoumentioning

confidence: 99%

Reshaping HRD in Light of the COVID-19 Pandemic: An Ethics of Care Approach

McGuire

Germain

Reynolds

2020

Advances in Developing Human Resources

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The Problem The COVID-19 pandemic has shone a stark light on workplace inequities and injustices. Aside from disrupting daily routines and ways of working, the pandemic has unmasked significant and troubling differences in the treatment and status of productive and reproductive labor. As we recover from the pandemic, how can workplaces properly recognize and value the contribution of reproductive labor? The Recommendation We focus on ethics of care as a foundational aspect of learning and human development. Care is proximal and contextual and expressions of care require managers and HRD professionals to engage with and address employees’ needs in a way that recognizes the complexity of individual situations. This may lead to the transformation of work and workplaces and bring employees into a more participatory, inclusive and democratic relationship with employers. We offer four suggestions for how HRD practitioners can practically embed an ethics of care approach within organizations. The Stakeholders This article is relevant to human resource development (HRD) scholars and practitioners who are interested in building sustainable, caring and healthy workplaces in a post-pandemic world.

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Section: Human Capital and Hrd: Developing Humans Or Developing Resoumentioning

confidence: 99%

Reshaping HRD in Light of the COVID-19 Pandemic: An Ethics of Care Approach

McGuire

Germain

Reynolds

2020

Advances in Developing Human Resources

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“…This study conceptualizes ESAW by combining key dispositional as well as situational factors, thereby enhancing the probability of employees manifesting strengths at work, leading to higher levels of well-being and superior performance. Hooi (2019) provides evidence of management development having a positive impact on employee well-being and firm performance when the development is personalized to the requirements of an employee. The evidence that not all managers are born leaders and not all leaders are good managers (Bratton, 2020) makes a compelling case for concerted efforts for investing on developing leaders and managers.…”

Section: Conceptualizing Strengths At Workmentioning

confidence: 99%

Conceptualizing employee strengths at work and scale development

Bhatnagar

2020

MRR

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Purpose There is a compelling need for developing constructs in management science for higher relevance rather than adapting constructs developed in other domains and applying them in organizations. An inquiry in the relevance of the construct of strength developed in personality psychology and applied to organizations is compelling, as deploying strengths leads to humanizing organizations. With growing disengagement of employees at work, this study makes a significant contribution by conceptualizing strengths in the context of organizations and carrying out two studies on independent samples for developing a psychometrically validated 14-item scale for measuring it. Design/methodology/approach The study has two phases. The first phase is conceptual in nature where the authors deploy the social systems theory and use recent empirical research evidence in conceptualizing the construct of employee strengths at work (ESAW). In the second phase, the author carry out two studies on independent samples for ascertaining the factor structure by carrying out EFA and then confirming it by doing a confirmatory factor analysis. Findings The construct of ESAW, relevant for management science, has five factors: potential deployment, person-jot fit, managerial sensitivity, prompt assimilation and joy. The psychometrically validated scale for measuring ESAW developed in this study has 14 items. Because the construct incorporates key contextual factors, it is more relevant to organizational science and contributes to humanizing organizations. Originality/value This study evolves the construct of ESAW from a predominantly trait-based approach to a conceptualization that accounts for the contextual factors, essential for enabling strengths of employees to manifest. The study contributes to advancing literature that holds promise for humanizing organizations – a pressing need because of the growing instances of employee disengagement. The author develop a 14-item psychometrically validated scale for measuring ESAW that the practitioners can use in first assessing current levels of employee strengths’ deployment and thereafter intervening for increasing the deployment of their strengths for enabling higher well-being and superior performance.

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“…Humanizing organizations is a neglected yet worthwhile change, given the stagnating employee engagement. The conceptual model proposed in this article provides the basis for objectively assessing organization and people on each attribute and designing personalized management developmental interventions that have a higher impact on employee engagement and performance (Hooi, 2019). The framework also serves as a springboard for developing hypotheses for their empirical investigation.…”

Section: Implications To Practice and Future Researchmentioning

confidence: 99%

Human strengths: a systematic conceptual review, conceptualizing employee strengths at work and a framework for management development

Bhatnagar

Jain

Tripathi

et al. 2020

JMD

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PurposeUtilizing employee strengths contributes to humanizing organizations. However, the current concept of strengths has evolved from the domain of social work, advanced by personality and positive psychologists and adopted in management. The trait-like conceptualization of strengths conceptualized by psychologists is of lesser relevance to organizations as it discounts the significance of contextual factors for manifesting employee strengths. This study traces the evolution of strengths conceptualization, identifies gaps in its relevance to organizations, employs the concept relation method for developing a conceptualization of employee strengths at work and proposes a framework for management development that predicts improved employee engagement and performance.Design/methodology/approachThe study utilizes the Cochrane method for carrying out a systematic conceptual review and shortlists 19 articles from an initial selection of 430 articles. Drawing insights from the 19 reviewed studies, the study deploys the concept relation method to conceptualize the concept of employees' strengths at work (ESAW) that has a higher relevance for management and organizational behavior. Thereafter, utilizing ESAW, the study proposes a conceptual framework that has huge implications for improving employee engagement and performance by carrying out effective management development. The conceptual framework additionally serves as a springboard for future empirical research.FindingsThe conceptualization of human strengths in extant literature favors a trait-based conceptualization advanced by personality psychologists. Concepts borrowed from other domains have lesser relevance than those indigenously developed in the field of management. Incorporating the recent empirical evidence highlighting the importance of factoring in key contextual attributes for the strengths to manifest at work, this study develops a new higher-order construct of ESAW that factors in personal as well as situational variables. Thereafter, the study suggests a conceptual framework for effectively carrying out management development by utilizing the new construct of ESAW.Practical implicationsDeployment of ESAW will contribute to humanize organizations, improve employee engagement and performance. The construct of ESAW is relevant to practice as it has evolved from the domain of organization science, unlike the earlier trait-based conceptualization of strength that emerged in personality psychology. The conceptual framework proposed in the study can be utilized by practitioners for carrying out effective management development.Social implicationsAny contribution to increasing employee engagement predicts increasing social capital. If employees are happy at work, their productivity increases. Furthermore, higher engagement and productivity at work creates a spiral of positivity that transcends the working life of an employee. Hence, the study has huge social implications at times when the social fabric is stretched due to multiple demands on an employee.Originality/valueConstructs developed in other fields and adopted in management have less relevance than those evolved indigenously in the domain of management. The systematic conceptual review of the concept of human strengths reveals a gap in its relevance to organizations. The study develops a new concept of ESAW that has higher relevance for organizational behavior and holds the promise of humanizing organizations. The next originality of the study lies in proposing a conceptual framework for carrying out effective management development that predicts higher employee engagement and performance. The methodological originality lies in utilizing the systematic conceptual review for developing a new concept.

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Leveraging human assets for MNCs performance: the role of management development, human resource system and employee engagement

Cited by 28 publications

References 102 publications

Reshaping HRD in Light of the COVID-19 Pandemic: An Ethics of Care Approach

Reshaping HRD in Light of the COVID-19 Pandemic: An Ethics of Care Approach

Conceptualizing employee strengths at work and scale development

Human strengths: a systematic conceptual review, conceptualizing employee strengths at work and a framework for management development

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