HRD and Learning Organisations in Europe, Horst, Hilde ter
Автор: Loon Mark, Stewart Jim, Nachmias Stefanos Название: The Future of Hrd, Volume I: Innovation and Technology ISBN: 3030524094 ISBN-13(EAN): 9783030524098 Издательство: Springer Цена: 18167.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание:
Chapter 1: Future of HRD: Disruption through Digitalization
Setting, motivation, scope and objectives of the book. Discussion and debate of the role of HRD in a world characterized by volatile, uncertain, complex and ambiguity. Summary of each chapter and its role contribution to the book's objectives.
Chapter 2: Role of HRD in developing capabilities for creativity & innovation at work
Human Resource Development (HRD) plays a significant role in the development of individual, team and organizational capabilities for creativity and innovation at work. This chapter positions creativity and innovation as multilevel phenomena, and discusses how organizations can develop these capabilities through recruitment, training, and reward. We argue that by focusing on these areas, organizations will also foster a culture of innovation. Furthermore, this chapter positions creativity as an essential part of a multi-stage innovation process, and therefore when this chapter refers to innovation it is inclusive of creativity.
A multilevel focus - early innovation research focused at the individual level, turning later to the team and organizational levels. Advances in statistical analysis allow innovation to be modelled simultaneously at the individual, team and organizational levels (Walker & Batey, 2014), which gives a more holistic understanding of complex organizational phenomena that cannot be achieved through single level research (Nielsen, 2010). Innovation is often overlooked during recruitment. When innovation is considered, it is usually assessed at interview and usually only in candidates for senior roles (Searle & Ball, 2003). However, innovation can be an integral part of the recruitment process at both the individual and team levels.
The role of recruitment in building innovation capabilities
At the individual level, recruitment should integrate reliable and valid forms of assessment such as psychometrics. Specifically, assessing the traits and preferences known to correlate with innovation, such as the personality trait Openness to Experience (Hammond, Neff, Farr, Schwall & Zhao, 2011). At the team level, there is a valuable but under-utilized opportunity during recruitment to assess team fit in relation to innovation. Not assessing this could result in a homogenous - and therefore less innovative - team in which a new team member is a poor fit.
Ongoing training and development of innovation capabilities can occur at both the individual and team levels. At the individual level, training is important to build confidence and provide a consistent understanding of innovation (debunking the many myths about innovation), and communicate the organization's expectations around innovation. Subsequent coaching continues to build confidence, given that confidence is one of the strongest predictors of creative performance (Luthans, Youssef & Avolio, 2007). Given that innovation is a team activity, we argue that team coaching is then required to translate the individual learning into team learning. Team coaching has been found to correlate positively with innovation: Rousseau, Aube and Tremblay (2013) analyzed teams in a public safety organization and found a positive relationship between team coaching and innovation, for example.
Reward - giving something to recognize effort and achievement (Armstrong, 2006) - can be used to encourage and reinforce innovative behaviours within individuals and teams. When developing a reward strategy for innovation, there are four main considerations: (1) reward timing, (2) reward type, (3) which behaviours to reward, and (4) whether the reward is at the individual or team level.
Автор: Boxall Peter Название: Strategy and Human Resource Management ISBN: 1137407638 ISBN-13(EAN): 9781137407634 Издательство: Springer Рейтинг: Цена: 8104.00 р. Наличие на складе: Нет в наличии.
Описание: Written by a renowned author team, this book treats HR strategy as an essential element in business strategy, whilst integrating a vast range of relevant research and theory. Now in its fourth edition, it continues to challenge academics, students and practitioners to approach HRM from a strategic perspective.
Название: HRD in a Complex World ISBN: 0415859980 ISBN-13(EAN): 9780415859981 Издательство: Taylor&Francis Рейтинг: Цена: 7961.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: A strong challenge to traditional Human Resource Development. Internationally renowned authors address HRD presenting multifaceted alternative perspectives to the current practice and theory of HRD.
Автор: Loon Mark, Stewart Jim, Nachmias Stefanos Название: The Future of Hrd, Volume II: Change, Disruption and Action ISBN: 3030524582 ISBN-13(EAN): 9783030524586 Издательство: Springer Цена: 18167.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание:
Chapter 1: Foresight from Insight
Setting, motivation, scope and objectives of the book. Discussion and debate of the role of HRD in a world characterized by volatile, uncertain, complex and ambiguity. Summary of each chapter and its role contribution to the book's objectives.
Chapter 2: Evaluation of HRD practices from 1999 to 2019: What next?
The aim of this paper is to analyze the evolution of theory and practices on the evaluation of HRD since the UFHRD Conferences began to exist. The study is, we believe, of interest because evaluation has been a stream and topic on UFHRD as evaluation is fundamental for HRD. The research questions are
- How is evaluation of HRD done and more specifically:
- What are the underlying theories?
- What are the methods used ? Who does it? With what purposes? With what results? Has evaluation changed since 1999?
There are many approaches possible to HRD, and the outcome variables depend on the researcher. In general, the evaluation applies to an operation and it is possible to define immediate or long run outcomes. The most celebrated model to analyze the topic is Kirkpatrick's, but there are much more. Evaluation may seek results (participants or funds involved) or influence (difference in outcome variables before after or within-without). The level of qualitative or quantitative data involved in the operations of evaluation may differ considerably.
We will do a literature review on the research questions using large databases like EBSCO, Publons and SCOPUS. We will also use data published in books by renowned sources on the topic and available online. We hope to find trends and benchmarks on the several research questions. We also will discuss if HRD scholars and in particular if the UFHRD community had any impact on the results. This chapter has the limitations of dimension associated with it. However, regardless of this aspect we hope to get a comprehensive idea on the topic addressed. For researchers, the chapter offers an informative and open to speculation argument - what should we do in the next 20 years that we did not do in the last 20? For policy makers and managers, it should be challenging - what new policies and operations should design and implement on evaluating to fill the gap exist in practice. For the evaluators, it should be of interest because if good give a precise idea of the close past, present and distant future of the field they are evolving. Even if evaluation is a much-debated topic assessments like the one we suggest are not so common and the fact that will be focused on the last 20 years might be of interest for the book. In addition, we believe that more and more countries and organizations are evaluating HRD and also that resources had never felt as so scarce, and policies as so important - therefore the assessment is important and the inclusion in the book is important.
Chapter 3: OCD and HRD: Evidence-Based Learning
Contemporary literature suggests that 70% or more of rightsizing, mergers, acquisitions and other organizational change programme either fail or are just partially successful, and that the workplace challenges posed by organizational change and development (OCD) initiatives typically have a negative impact on employees (Shook & Roth, 2011; ten Have et al., 2017; Hamlin et al., 2019). Consequently, various scholars have suggested that organizational leaders, managers, and HRD professional practitioners should strive to become more critically reflective and truly evidence-based in their OCD-related
Автор: Cohen Norman H. Название: The Mentee`s Guide to Mentoring ISBN: 0874254949 ISBN-13(EAN): 9780874254945 Издательство: Неизвестно Рейтинг: Цена: 2132.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: Aptly named `Television`s First Lady` by Walter Ames of the Los Angeles Times, actress Beverly Garland (1926-2008) is also regarded as a Western and science-fiction film icon. In addition to more than 700 TV appearances, she made more than 55 feature and made-for-television films. This comprehensive biography includes a foreword and afterword by her colleagues Joseph Campanella and Peggy Webber.
Автор: Carkhuff Название: The Human Sciences Volume Iii ISBN: 1610143000 ISBN-13(EAN): 9781610143004 Издательство: Mare Nostrum (Eurospan) Рейтинг: Цена: 4158.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: Over many years, Bernard Berenson and renowned social scientist Robert Carkhuff sought solutions to human predicaments by changing the dimensions of the predicaments. They generated new and more effective paradigms for elevating the growth and development of people and their endeavours. In the process, they conceptualised "The New Science of Possibilities".
Описание: Two masterpieces of piano literature of entirely different character: The very lively three-movement Piano Concerto in G major is characterized, with regard to style, by jazz influences, especially in the first and third movements, but by late Romantic and impressionist influences in the middle movement. Ravel himself called it `a concerto in the truest sense of this generic term: With that, I want to say that it has been written in the spirit of the concertos by Mozart and Saint-Saens.`The one-movement concerto in D major for the left hand combines powerful monumental sounds with a slender exotic orchestration. Commissioned by the Austrian pianist Paul Wittgenstein whose right arm had to be amputated following a war injury, the one-movement piano setting seems amazingly complete all the same. The technical realization of this piece is a real challenge for the pianist, but the work fascinates by its intensity, power, sensuality, exoticism and beauty. Besetzung:piano and orchestra
Автор: Wentland Daniel M. Название: Strategic Training: Putting Employees First ISBN: 0874259339 ISBN-13(EAN): 9780874259339 Издательство: Неизвестно Рейтинг: Цена: 4302.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: This pocket guide to Scrum is the one book for everyone who wants to learn or re-learn about Scrum. The book describes the framework as it was designed and intended, with a strong focus on the purpose to the rules and adding an historical perspective to Scrum and the Agile movement.As the balance of society keeps shifting from industrial labor to digital work, complexity and unpredictability keep increasing. The need for agility through Scrum increases equally, in and beyond software and product development.This 3rd edition of Scrum - A Pocket Guide, while introducing some changes in terminology, more than ever offers the clarity and insights on Scrum that many organizations need, more than ever. It will help people and their organizations properly shape their Scrum, regardless of their domain or business.Scrum - A Pocket Guide is an extraordinarily competent book. It flows with insight, understanding, and perception. This should be the de factostandard handout for all looking for a complete, yet clear overview ofScrum without being bothered by irrelevancies.(Ken Schwaber, Scrum co-creator) The author, Gunther Verheyen, is a seasoned Scrum practitioner (2003). He has been employing Scrum since 2003. He was partner to Ken Schwaber and Director of the Professional Scrum series at Scrum.org. He is the founder of Ullizee-Inc and engages with people and organizations as an independent Scrum Caretaker on a journey of humanizing the workplace with Scrum.
Описание: The completely revised and updated new edition of Planning & Managing Human Resources will help you successfully implement the steps of strategic planning for human resources. Learn how to establish a strategic human resources plan that will contribute to your organization`s business plan and ensure you outperform your competitors.
Автор: Ghosh Название: HRD Perspectives on Developmental Relationships ISBN: 3030850358 ISBN-13(EAN): 9783030850357 Издательство: Springer Рейтинг: Цена: 23757.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: Developmental relationships constitute interdependent, generative connections that promote growth and learning among individuals. While studies reporting the impact of developmental relationships on learning, performance, and career development leaves no doubt about its relevance to the human resource development (HRD) field, we lack an in-depth understanding of how developmental relationships apply to the myriad of topics relevant to contemporary HRD research and practice such as social justice, diversity and equity, leadership development, career transitions, knowledge sharing, organization development, employee engagement, organizational learning culture, globalization, national HRD, and technology at work. This book presents a comprehensive collection of evidence-based studies and conceptual articles that explore how developmental relationships that are cultivated within and outside of the workplace apply to those clusters of topics in HRD. Organized around six themes, the chapters examine topics such as knowledge management, critical perspectives on gender, diversity, and equity, building a learning organization, talent development, and emotional closeness in the context of virtual workplaces. In doing so, the book highlight how research on developmental relationships can be the underlying thread connecting the otherwise disconnected varied topical foci of HRD research and practice, thus broadening our understanding of the relevance of developmental relationships within the HRD field. This volume advances HRD scholarship and will appeal to researchers interested in exploring the nature and benefits of developmental relationships including mentoring and coaching.
Автор: Carkhuff & Benoit Название: Human Generativity Volume Iv: The New 3Rs ISBN: 159996158X ISBN-13(EAN): 9781599961583 Издательство: Mare Nostrum (Eurospan) Рейтинг: Цена: 4158.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание: If you tend to follow others and don`t direct your energies to generating your own ideas, then you are missing opportunities to use your freedom. To actualise your freedom, you need to think creatively and innovatively, and this book shows you how. You`ll learn how relating skills empower communication and how representing skills enable you to organise complex information.
Автор: Loon Mark, Stewart Jim, Nachmias Stefanos Название: The Future of HRD, Volume II: Change, Disruption and Action ISBN: 3030524612 ISBN-13(EAN): 9783030524616 Издательство: Springer Рейтинг: Цена: 20962.00 р. Наличие на складе: Есть у поставщика Поставка под заказ.
Описание:
Chapter 1: Foresight from Insight
Setting, motivation, scope and objectives of the book. Discussion and debate of the role of HRD in a world characterized by volatile, uncertain, complex and ambiguity. Summary of each chapter and its role contribution to the book's objectives.
Chapter 2: Evaluation of HRD practices from 1999 to 2019: What next?
The aim of this paper is to analyze the evolution of theory and practices on the evaluation of HRD since the UFHRD Conferences began to exist. The study is, we believe, of interest because evaluation has been a stream and topic on UFHRD as evaluation is fundamental for HRD. The research questions are
- How is evaluation of HRD done and more specifically:
- What are the underlying theories?
- What are the methods used ? Who does it? With what purposes? With what results? Has evaluation changed since 1999?
There are many approaches possible to HRD, and the outcome variables depend on the researcher. In general, the evaluation applies to an operation and it is possible to define immediate or long run outcomes. The most celebrated model to analyze the topic is Kirkpatrick's, but there are much more. Evaluation may seek results (participants or funds involved) or influence (difference in outcome variables before after or within-without). The level of qualitative or quantitative data involved in the operations of evaluation may differ considerably.
We will do a literature review on the research questions using large databases like EBSCO, Publons and SCOPUS. We will also use data published in books by renowned sources on the topic and available online. We hope to find trends and benchmarks on the several research questions. We also will discuss if HRD scholars and in particular if the UFHRD community had any impact on the results. This chapter has the limitations of dimension associated with it. However, regardless of this aspect we hope to get a comprehensive idea on the topic addressed. For researchers, the chapter offers an informative and open to speculation argument - what should we do in the next 20 years that we did not do in the last 20? For policy makers and managers, it should be challenging - what new policies and operations should design and implement on evaluating to fill the gap exist in practice. For the evaluators, it should be of interest because if good give a precise idea of the close past, present and distant future of the field they are evolving. Even if evaluation is a much-debated topic assessments like the one we suggest are not so common and the fact that will be focused on the last 20 years might be of interest for the book. In addition, we believe that more and more countries and organizations are evaluating HRD and also that resources had never felt as so scarce, and policies as so important - therefore the assessment is important and the inclusion in the book is important.
Chapter 3: OCD and HRD: Evidence-Based Learning
Contemporary literature suggests that 70% or more of rightsizing, mergers, acquisitions and other organizational change programme either fail or are just partially successful, and that the workplace challenges posed by organizational change and development (OCD) initiatives typically have a negative impact on employees (Shook & Roth, 2011; ten Have et al., 2017; Hamlin et al., 2019). Consequently, various scholars have suggested that organizational leaders, managers, and HRD professional practitioners should strive to become more critically reflective and truly evidence-based in their OCD-related
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