Outcomes of Human Resource Development Interventions

Abdullah, Haslinda

doi:10.3844/jssp.2009.25.32

Cited by 16 publications

(3 citation statements)

References 30 publications

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“…One of the challenges is the adoption of a training method that both the employees and the organisation are not yet ready for as presented in the study of Nigerian organisations (Ugoji, Mordi & Ajonbadi, 2014). Abdullah (2009) identified three major challenges in his study. These challenges are a shortage of human resource development professionals or trainers, increasing demands for competent and knowledgeable employees and non-cooperating attitude of employees and managers towards the training programme.…”

Section: Challenges Of Training and Developmentmentioning

confidence: 99%

Training and Development Programme for Employee Performance

Anyika,

Ojukwu,

Chukwuma

et al. 2024

AJMBR

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The success of business organisations in today’s very competitive environment depends significantly on the people working in those organisations. Employee training and development happen to be one of the strategies as they positively affect both employee and organisational performance. There are different methods available for employee training and development. The aim of this research work is to improve training and development Programme in Pharmaceutical firms for enhanced employee performance. The data for the research work were generated using questionnaires and oral interviews. Data obtained was presented in tabular form using simple percentages. The results show that the level of training and development in pharmaceutical firms is at a low level. The results also show that there is a positive correlation between training and development and employee performance. Using the decision matrix, having in place a training process was found to be the most appropriate option for implementation.

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Section: Challenges Of Training and Developmentmentioning

confidence: 99%

Training and Development Programme for Employee Performance

Anyika,

Ojukwu,

Chukwuma

et al. 2024

AJMBR

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“…Critical HRD stands in stark contrast with visions of HRD practice as, say, a discipline with central goals “to change the individual employee's behavior, improve skills and competencies, and enhance performances” (Abdullah, , p. 26). It envisions, rather, HRD professionals who enact policy driven programs in order to effectively create a safe and diverse workplace, who navigate the middle ground between employees and their organizations and labor for the interests of both.…”

Section: Policy and Power: Implications For Critical Hrd Practicementioning

confidence: 99%

Critical Legal Perspectives and the Advancement of HRD

Walker

Vaida

2014

New Horizons in Adult Education and Human Resource Development

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Established Human Resource Development (HRD) practices may elevate corporate interests and subordinate individual interests. Critical HRD professionals can instead transform workplaces into a more level playing field that genuinely values diversity. Drawing on the existing theory, specifically Brookfield's (2005) marriage of Foucauldian notions of power and the critical tradition, this article explores how utilizing a model of legal power as productive, rather than repressive, can reinforce HRD's commitment to social justice and uncouple organizations from their often repressive histories. HRD professionals are urged to use the critical perspective to not merely comply with labor laws that address workplace injustices and serve to reshape possibilities, but to genuinely enact social change by enhancing new power structures. This article will demonstrate the role HRD practitioners can play in placing critical and postmodern perspectives on power relations into practice within organizations as they respond to changes in law and policy Keywords Critical Theory, Postmodernism, Critical Legal Studies, Power and HRD Practice

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“…Research on the diverse challenges of human resource management in the education sector has great relevance in the context of social and economic development (Abdullah, 2009). These challenges have a significant impact on the quality of education provided by a country, affect the ability of human capital to contribute to economic growth, and play a critical role in the formation of inclusive and competitive societies.…”

Section: Introductionmentioning

confidence: 99%

Public Administration Challenges in Human Resource Management in the Education Sector

Irawan

2023

IMEIJ

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Education is one of the key aspects in a country's social and economic development. Quality and efficient education plays an important role in producing competent human resources that contribute positively to society and the economy. The purpose of this study is to analyse the challenges of public administration in human resource management in the education sector. This research employs a qualitative methodology in the form of a literature review, which implies that it will research and explain data by utilising information and textual content from various sources. The results of the study show that public administration challenges in human resource management in the education sector are complex and multifaceted issues. Budget constraints, legal complexities, changing demographics, technological developments, demands for transparency, shortages of qualified human resources and changes in teachers' working patterns all affect the quality and efficiency of education. These challenges require a holistic approach and innovative solutions to maintain and improve the quality of education

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Outcomes of Human Resource Development Interventions

Cited by 16 publications

References 30 publications

Training and Development Programme for Employee Performance

Training and Development Programme for Employee Performance

Critical Legal Perspectives and the Advancement of HRD

Public Administration Challenges in Human Resource Management in the Education Sector

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