Human Resources Development - Annotated Bibliography Example

Annotated Bibliography on Human Resources Development Adhikari, D. R. (2010). Human resource development (HRD) for performance management. International Journal of Productivity and Performance Management, 59(4), 306-324. This source seeks to address the effects of human resource development (HRD) and poor performance management (PM) practices in relation to entry to the global market and gaining competitive advantage. To this effect, the source raises fundamental questions that explain what is the concept of PM, how PM relates to HRD, how new structures and roles can improve HRD for PM, and the context of PM and HRD in relation to issues in Nepalese organizations. The source equally, establishes that practices and systems of human resource development (HRD) vary with the variation in the external environment and discussed HRD for organizational performance. Moreover, the source discusses the dynamics of employee training in reference to HRD climate in public and private commercial banks of Nepal. This is a journal article, which forms a reliable scholarly source. The article has updated information, easy and clear information and thus relevant for this study. Chi, H., Lan, C., & Dorjgotov, B. (2011). The influences of organizational culture and human resource development on R&D organizational effectiveness - the mediating effect of knowledge management. Journal of International Management Studies, 6(1), 1-12. This source uses a hypotheses model to evaluate relationship between organizational culture, human resource development (HRD), and organizational effectiveness. The source equally defines human resource development and draws its significance in a business setup. Moreover, the source defines the four dimensions to Human resource development and utilization that include training and development, goal communication, support for personal initiative, and involvement in decision-making. Additionally, the source establishes the importance of organizational performance and effectiveness in maintaining high HRD. The information in this journal article is easy to read and understand, current, not biased, and hence reliable for this study. Erasmus, B., Schenk, H (2008). South African Human Resources Management: Theory and Practice. South Africa: Juta and Company Ltd. The source describes the importance of human resource development, the need to tailor the HRD according to the organisation’s strategy and structure, and the reasons why companies train and educate employees. In addition, the source relates human resource development and human resource management (HRM0 and relates the model for systematic training to HRM and HRD. Furthermore, the source discusses the mechanisms of evaluating human resource development. The information in this source is clear, easy to understand, and not biased. More so, the information is relevant and updated hence applicable in this study. “Fundamentals of human resource development” (n.y). Retrieved from: http://fds.oup.com/www.oup.com/pdf/13/9780199283286_chapter1.pdf This scholarly source describes the fundamentals of human resource development that apply in a given organization. The source defines the term human resource development and other terms that relate to its application. Moreover, the source establishes who is responsible for HRD in organizations and the responsibilities of a learner in the context of HRD. Furthermore, the source defines the relationship between HRD and human resource management, and analyses the relationship between the theory and practice of HRD. This is a scholarly article in a scholarly book and hence the information there in is reliable, not biased, and thus relevant in this study. Jens Rowold, (2008) "Multiple effects of human resource development interventions,” Journal of European Industrial Training, 32(1), 32 - 44. This source seeks to evaluate the impact of employees training, job satisfaction, coaching, and job involvement. It equally establishes that human resource development interventions are fundamental in preparing the employees for the future endeavours and updates employees’ knowledge, skills, and abilities. Furthermore, the source denotes the effect of training on acquisition of skills in relation to job involvement and coaching in relation to job satisfaction. The source equally discusses organizations designs and the need to implementing various developmental interventions to facilitate effectiveness in the work force. This is a scholarly article on a recognized library source and hence bears no bias. Indeed, the information is current, reliable, and hence relevant for this study. OECD (2012). Human Resource Development. Retrieved from: http://www.oecd.org/investment/toolkit/policyareas/humanresourcedevelopment/Chapter%208%20HR%20Development.pdf The source discusses the Human resource development (HRD) policies and factors that affect the relative roles of Human resource development policies and the overall importance of HRD. Moreover, the source analyses how human resource development policies can generate a friendly environment for attracting domestic and foreign investors and can enhance the benefits of investment to society. More so, the source provides a link between government and private investments in education and training with an aim of attracting higher capital spending for purposes of increasing investments. Most assuredly, the source examines and distils the government HRD policies and the factors that influence the success of government HRD policies. This is a scholarly article on a recognized human resource website and hence bears no bias. Indeed, the information is current, reliable, and hence relevant for this study. Richa Chaudhary, Santosh Rangnekar, Mukesh Kumar Barua, (2012) "Relationships between occupational self-efficacy, human resource development climate, and work engagement,” Team Performance Management, 18(7/8), 370 - 383. This source relevantly investigates the effects of occupational self-efficacy and human resource development (HRD) climate on work engagement among business managers in India. Moreover, the source evaluates the mediating effect of HRD climate on self-efficacy and work engagement relationship. In addition, the source establishes that HRD climate and self-efficacy affect work engagement directly and indirectly through influencing each other. The source is a research paper on a trusted library source and hence the information herein is reliable. More so, the information is current, easy to read and understand and hence relevant for this study. Tomé, E. (2011). Human resource development in the knowledge based and services driven economy. Journal of European Industrial Training, 35(6), 524-539. This source seeks to analyse the role of human resource development in the current knowledge based and services driven economy. As such, the source establishes the importance of knowledge in the economy and draws the relationship between HRD, services, and knowledge. Furthermore, the source defines HRD and addresses the relevant questions and controversies that relate to HRD. Additionally, the source addresses the four functions of HRD that entails organization development, performance improvement, career development, and training and development. This is a journal article on a recognized library source and hence bears no bias. Indeed, the information is also current, clear, relevant, easy to read and understand and hence reliable for this study. Werner, J., & DeSimone, R (2009). Human Resource Development. London: Cengage Learning. The source draws our attention to the history of Human Resources Development that relate to early apprenticeship training programs, early vocational educational programs, early factory schools, and early training programs for semiskilled and unskilled workers for purposes of understanding the modern definition of HRD. Additionally, the source describes the emergence of Human Resources Development and relates Human Resource Management and Human Resources Development. More so, the source describes the applications of Human Resources Development that include training, organization development, career management, and development. Furthermore, the source relates strategic management and HRD, derives the organizational structure of the HRD function, discusses the roles of the manager and the supervisor in HRD, and draws a framework for HRD process. This is a scholarly source with relevant and updated information on the reference topic. The information contained herein is easy to read and understand, not biased and thus reliable for thus study. Werner, J., & DeSimone, R (2011). Human Resource Development. London: Cengage Learning. The source draws an analysis of the fundamentals of Human Resource Development by introducing Human Resource Development, explaining its influence on employee behaviour, and relating training and Human Resource Development (HRD). The source also discusses the framework of Human Resource Development by analysing how to assess HRD needs, design effective HRD programs, implement HRD programs, and highlighting how to evaluate HRD programs. More so, the source discusses the relevant applications of HRD that include skills and technical training, coaching, career management and development, organization development, HRD and diversity, employee counselling, management development, and on boarding. This is a scholarly source with relevant information on the reference topic. The source has reliable, recent, and updated information and hence it is relevant for the study of Human Resources Development. Read More