International Human Resource Development – Learning, Education and Training for Individuals and Organizations

en Limba Engleză Paperback – 2 oct 2012

Growing and influential, the discipline of Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. HRD is increasingly viewed as the only source of sustainable competitive advantage for an organization.

This book offers an international perspective on the significant developments in the field and covers HRD and learning, organizational learning including a discussion of change management, a comparative view of learning education, training and human resource development in both developed and emerging countries, a section covering the training cycle from identification of training needs to design, delivery and evaluation and a final discussion of HRD management including functions and services, leadership development, learning spaces and business ethics.

A distinguished group of international contributors present current views from Europe Ireland, France, Sweden, the Netherlands, Portugal, Russia UK, USA, India, Iraq, Brazil, Romania, South Africa and Australia. American contributors include Maria Cseh from George Washington University, Douglas Jondle from University of St Thomas Minnesota and K. Peter Kuchinke from the University of Illinois at Urbana Champaign.

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Specificații

ISBN-13: 9780749461065
ISBN-10: 0749461063
Pagini: 536
Ilustrații: Illustrations
Dimensiuni: 172 x 245 x 33 mm
Greutate: 0.92 kg
Ediția:3 Rev ed.
Editura: Kogan Page

Cuprins

List of figures
List of tables
List of in practice case studies
Contributors
Preface

Part One: International human resource development and learning

01 International human resource development
John P Wilson

Learning outcomes
Introduction
Defining education, training, development and learning
Human resource development
Human capital
Conclusion
Questions for reflection
Further information sources
References

02 Strategic human resource development
Thomas N Garacan and Ronan Carbery

Learning outcomes
Introduction
Defining strategic HRD
Understanding the contribution of SHRD to individual and business performance
Theoretical models of SHRD
Facilitating and enabling conditions for SHRD in organizations
Conclusion
Further information sources
References

03 What is learning?
John P Wilson

Learning outcomes
Introduction
Defining learning
Behaviourism
Cognitivism
Social learning
Humanistic learning
Cognitive science and learning
Conclusion
Questions for reflection
Further information sources
References

Part Two: Organizational Learning

04 Change management and organizational development
John P Wilson

Learning outcomes
Introduction
Competition and the nature of change
Organization development
Strategies for change and organization development
Conclusion
Questions for reflection
Further information sources
References

05 Knowledge management
Eduardo Tomé

Learning outcomes
Introduction
Concepts
Historical perspective
The knowledge-management perspective on intangibles
Conclusion
Questions for reflection
Further information sources
References

Part Three: National and international learning, education, training and human resource development

06 National systems of education
John P Wilson

Learning outcomes
Introduction
Education systems
A brief history of UK education
State intervention in early UK education
Education for all
Improving the US education system
Improving the UK's education system: the race to the top
The social benefits of education
Equality of educational opportunity
Conclusion
Questions for reflection
Further information sources
References

07 UK vocational education and training
John P Wilson

Learning outcomes
Introduction
A brief history of UK vocational education and training
The UK vocational education and training system
HRD roles
Conclusion
Questions for reflection
Further information sources
References

08 European vocational education and training
Martin Mulder

Learning outcomes
Introduction
VET in Europe - CVT - HRD - LLL: fading boundaries
European VET and national systems of education: wide diversity
Conclusion
Questions for reflection
Further information sources
References

09 National human resource development strategies: comparing Brazil, Russia, India and China
Alexandre Ardichvili, Elena K Zavyalova and Vera N Minina

Learning outcomes
Introduction
National human resource development
NHRD in Brazil
NHRD in Russia
NHRD in India
NHRD in China
NHRD in BRICs: comparative analysis
Conclusion
Questions for reflection
Further information sources
References

10 International development: policy learning as an approach to VET reform in transition and development countries
Sören Nielsen and Madlen Serban

Learning outcomes
Introduction
The mission and role of the European Training Foundation
From policy lending and borrowing towards policy learning
VET policy challenges for countries in transition
What can HRD policies learn from learning theories?
Policy learning: applying the changing learning paradigm for facilitation of policy advice on VET reform in transition countries
Policy learning in action: Phase I 2007-08: examples from Kyrgyzstan, Morocco and Turkey
Policy learning in action: Phase II 2010 onwards: The Torino Process and evidence-informed policy development
Conclusion
Questions for reflection
Notes
Further information sources
References

11 Capacity development and human resource development
Dalia Al-Zendi and John P Wilson

Learning outcomes
Introduction
The evolution of capacity building and capacity development
Defining capacity building and capacity development
Capacity development for all nations
Development as freedom
The capacity development process
Capacity building/capacity development and human resource development
United Nations Development Programme
The United Nations' Human Development Index
Development for well-being
The challenges facing capacity development
Development and sustainability
Capacity development results framework
Conclusion
Questions for reflection
Further information sources
References

Part Four: The training cycle

Part Four A: Identification of learning needs

12 The identification of learning needs
Richard Palmer, Allan Claudius Queiroz Barbosa, Leandro Pinheiro Cintra, Júnia Marçal Rodrigues and Juliana Barbosa e Oliveira

Learning outcomes
Introduction
Undertaking a learning needs analysis
Needs at the organizational level
Needs at the departmental level
Needs at occupational levels
Needs at the individual level
Defining the training priorities
Conclusion
Questions for reflection
Further information sources
References

Part Four B: Design

13 Designing learning events
David Simmonds

Learning outcomes
Introduction
Objectives
Learners
Content
Location
Time
Methods
Resources
Conclusion
Questions for reflection
References

14 Working in multicultural and multilingual environments: HRD professionals as learning and change agents in the global workplace
Maria Cseh and Beatriz Coningham

Learning outcomes
Introduction
What is a global workplace?
What is the role of HRD professionals in the global workplace?
How should the role of HRD professionals be enacted in the global workplace?
What are the HRD approaches to learning and change in the global workplace?
Conclusion
Questions for reflection
Further information sources
References

Part Four C: Delivery

15 Delivering training
John Kirkham and Jacqueline Pattison

Learning outcomes
Introduction
Where to begin
Setting the learning environment
Working with learning objectives and session plans
Learning activities
Delivery styles
Feedback
Coaching during the workshop
Team building in the classroom
Motivation to learn
Principles of self-development
'Joint learning' for management, staff and staff representatives
Legislation and the learning environment
Dealing with difficult scenarios Conclusion
Questions for reflection
Further information sources
References

16 Informal, non-formal and work-based methods of learning
Jacqueline Pattison, John Kirkham and Mariana Gabriela Hudrea

Learning outcomes
Introduction
Is investment in formal learning worthwhile?
Formal, informal and non-formal learning
Lifelong learning and lifewide learning
A-Z of learning, training and development methods
Conclusion
Questions for reflection
Further information sources
References

17 Coaching and mentoring
Stephanie T Sturges

Learning outcomes
Introduction
Coaching and mentoring
Types of coaching and mentoring
Qualities and skills of coaching and mentoring
Models of coaching
Developmental or transformational coaching and mentoring
Conclusion
Questions for reflection
Further information sources
References

Part Four D: Evaluation

18 Assessment and evaluation
Tanuja Agarwala

Learning outcomes
Introduction
Definition
Significance
Objectives
Evaluation approaches
Choosing criterion measures
Kirkpatrick's model of training evaluation (1959)
Training evaluation: monetary benefits
Experimental designs
E-training evaluation
Conclusion
Questions for reflection
References

Part Five: Managing HRD

19 Leadership and management development
Ronan Carbery and Thomas N Garavan

Learning outcomes
Introduction
Management and leadership development: the same or different?
The context of management and leadership development
Management and leadership competency models
Selecting management and leadership development strategies
Evaluating management and leadership development
Conclusion
Questions for reflection
Further information sources
References

20 Managing human resource development functions and services
Barney Erasmus and Pieter Loedolff

Learning outcomes
Introduction and learning objectives
The importance of HRD
The place and role of the HRD function in the structure of the organization
Managing the HRD function
Coordinating HRD functions and services in the organization
Training and development budgets and cost analysis
Conclusion
Questions for reflection
References

21 HRD practice and research: investigating business issues through applied social science research
K Peter Kuchinke

Learning outcomes
Introduction
Social science research, management and human resource development
Approaches to applied research
Applied research, values and interests
Conclusion: linking research to organization change, innovation and learning
Questions for reflection
References

22 HRD and consultancy
Kiran Trehan and Clare Rigg

Learning outcomes
Introduction
HRD as consultancy
Consultancy models
Consulting techniques
Problems and pitfalls in HRD consultancy
Conclusion
Questions for reflection
References

23 Learning spaces that change people and organizations
Colin Beard and Ilfryn Price

Learning outcomes
Introduction
Schools, colleges, universities and workspaces
So what do we know about learning?
A simple model of complexity
Mirror image? Learning environments reflect learning theory complexity
Learning and working: a convergent evolution
Thinking spaces for learning, and working
Innovation at work: spatial dynamics and conversations for innovation and learning
Conclusion
Questions for reflection
Further information sources
References

24 HRD and business ethics
Alexandre Ardichvili and Douglas Jondle

Learning outcomes
Introduction
The increasing role of ethics training
Ethical business cultures and organization change
HRD activities in support of ethical business cultures
Conclusion
References

Index

Recenzii

Praise for the previous edition:

"...[A] perfect reference document... this text is essential for all professional practitioners and deserves a place on every bookshelf." --Training Journal

Notă biografică

John P. Wilson is a consultant and researcher who holds positions at Oxford, Sheffield and Bradford Universities, UK. He is also the author of Experiential Learning (published by Kogan Page).

Descriere

This ideal handbook will provide both thought-provoking questions and answers to the key factors in HR development today. This third edition has been fully updated and revised with a new international focus with case studies from international experts.

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