The Future: Globalization and New Roles for HRD

Marquardt, Michael J.; Berger, Nancy O.

doi:10.1177/1523422303254668

Cited by 59 publications

(70 citation statements)

References 5 publications

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“…Others acknowledge the difficulty of describing what a complete learning organization looks like (e.g. Marquardt and Berger 2003;Pedler and Aspinwall 1998;Watkins and Marsick 1993). Scholars argue that each company produces its own learning organization and these specific learning organizations are dynamically and continually changing.…”

Section: Organizational Learning Culturementioning

confidence: 97%

Measuring the learning organization culture, organizational commitment and job satisfaction in the Lebanese banking sector

Dirani

2009

Human Resource Development International

118

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The growing interest developed around the learning organization concept and its impact on work-related outcomes in the West has not been matched yet in other parts of the world. The purpose of this quantitative study was to identify the relationships among the learning organization culture, employee job satisfaction and organizational commitment in the Lebanese banking sector. Results showed positive and significant correlations among the different variables but no interaction effect of the Lebanese social patterns.

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Section: Organizational Learning Culturementioning

confidence: 97%

Measuring the learning organization culture, organizational commitment and job satisfaction in the Lebanese banking sector

Dirani

2009

Human Resource Development International

118

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“…The examining of the rhetoric vis-à-vis the reality of HRM emerged as a field of investigation (Rees et al, 2005). Nevertheless, evidence captures the fact that globalization is effecting a universalistic approach (Marquardt &Berger, 2003). Multinational organizations are faced with dilemma; whether to opt for global standardizations or localization.…”

Section: Discussionmentioning

confidence: 99%

“…The diagnosing of the rhetoric vis-à-vis the reality of HRM emerged as a field of investigation (Rees et al, 2005). However, evidence suggests that globalization is effecting a universalistic approach (Marquardt &Berger, 2003).The performance model has influenced IHRM theorizing and it has communicated an issue for greater societal well-being (Boxall, 1995;Sparrow & Marchington, 1998).The international HRM (IHRM) literature has traditionally focused on multinational corporations (MNCs) as a 'head-office' driven entity, and constructs choices as a function of environmental issues for analysis and strategic interpretation by central MNCs executives (Ngo et al, 1998).…”

Section: Theory Of Ihrmmentioning

confidence: 99%

International Human Resource Management Practices in Automotive Industry in Pakistan: Implications for Economic Growth

Butt¹,

Katuse²

2017

IJBM

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The purpose of this article is to examine the drivers of global standardization and localization of International Human Resource Management (IHRM) practices internalized by Pakistan's automotive industry leading to sustainable economic growth. The authors have studied the IHRM determinants influencing the automotive manufacturers, and have assessed its impact on sustainable economic growth. Analysis is developed on the antecedent IHRM theories and literature in the backdrop of Pakistan's automotive industry. The study highlights the paramount aims of host-country IHRM practices viz global standardization and localization, its impact on host-country organization's performance and resultant effect on sustainable economic growth. The article has focused, in subtle manner, on improving the explicit understanding on IHRM practices viz global standardization and localization drivers to achieve both growth for the industry and sustainable economic development of the country. The study is based on already generated literature thereby limiting the generalizability thereof, and provides a review of IHRM practices and outcomes in automobile sector in the growth context. The results have presented guidelines to researchers and practitioners doing research in human side in automotive industry providing impetus for growth, both at industry and country level.

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“…While many advanced countries had been suffering from slowdown or stagnation of their economic growth due to unfavorable events such as the global financial crisis, some developing countries and emerging economies was prospering (ILO 2011). These emerging countries have achieved national development due to the demand for globalization and industrialization (Marquardt and Berger 2003). In this environment, one of the key factors in improving the competitiveness of emerging countries is human resource.…”

Section: Introductionmentioning

confidence: 99%

Assessment and evaluation of national human resource development system competitiveness in emerging countries

Seo

Kim

et al. 2015

Asia Pacific Educ. Rev.

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This study assessed and evaluated the competitiveness of national human resource development (NHRD) systems in emerging countries with potential for growth. The literature on emerging countries and NHRD systems was reviewed. The study developed a model mechanism with forty-one indices and nine sub-components for the NHRD system assessment in emerging countries. To secure the validity of the components and indices, domestic and foreign experts in human resource development (HRD) and related areas were consulted. Each component and index was weighted using the analytic hierarchical process, and the relevance with related indices was compared and analyzed. The developed indices were found to have high relevance. According to the assessed order and component, an analysis was performed based on NHRD competitiveness rank, the economic standard, and the region. Policy makers and decision-making bodies will find this study informative for policy evaluation related to HRD, particularly in assessing the current status core and how to improve the competitiveness of NHRD systems in emerging countries.

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The Future: Globalization and New Roles for HRD

Cited by 59 publications

References 5 publications

Measuring the learning organization culture, organizational commitment and job satisfaction in the Lebanese banking sector

Measuring the learning organization culture, organizational commitment and job satisfaction in the Lebanese banking sector

International Human Resource Management Practices in Automotive Industry in Pakistan: Implications for Economic Growth

Assessment and evaluation of national human resource development system competitiveness in emerging countries

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