Does HRD Effectiveness Vary for Organization- and HRD-Related Factors?

Virtual Mentoring and HRD

Strengthening a Comprehensive Model for Explaining HRD Effectiveness

Item response theory (IRT) was used to investigate whether this method could be applied to measure HRD effectiveness. Attention was given to handling missing data, interpretation of IRT-scores, and comparison with a comprehensive model for explaining HRD effectiveness. An acceptable fit was shown. The IRT method provided much information about the performance of HRD programs with respect to com...

Roles and Competencies of HRD and WLP Practitioners: A Case study of Korean HRD Practitioners

For taking competitive advantages of Korean business organizations in this dynamic global market system, this research might be the foundational study to develop Korean HRD practitioners’ competency model. The main purpose of this study is to examine the current and future core-competencies including primary roles and key expertise of HRD practitioners. American Society of Training and Developm...

Critical HRD: a concept analysis

The emerging concept of ‘critical HRD’ is complex, ambiguous and lacks clarity. To address this problem, the technique of concept analysis (Walker & Avant 1988, Rodgers 1989) is employed to help clarify our understanding of CHRD. Concept analysis presents theoretical definitions and defining characteristics of CHRD, which can help provide clearer operational definitions, to assist practitioners...

Strategic HRD Practices as Key Factors in Organizational Learning

Relationships between strategic HRD practices and organizational learning were explored through a literature review. Organizations that learn and develop their SHRD practices have more opportunities to obtain and integrate the nine SHRD outcomes in the learning process: organizational missions and goals, top management leadership, environmental scanning, HRD strategies and plans, strategic part...