Fundamentals of Human Resource Development
, by David McGuire
- ISBN: 9781446201565 | 1446201562
- Cover: Hardcover
- Copyright: 12/6/2011
Encompassing management, psychology, economics, adult education and more, Human Resource Development (HRD) has emerged as one of the most multifaceted areas of business and management in recent years. The collections' well renowned editors reflect the multidisciplinary focus of HRD by structuring this four-volume set around the role of HRD on the individual, group, organization and society.
| The Nature of HRD | |
| Defining HRD: An Examination of the Underlying Principles of HRD | |
| Models for HRD Practice | |
| Economics and Human Resource Development | |
| Commonly Held Theories of HRD | |
| a Refusal to Define HRD | |
| Exploring Human Resource Development | |
| a Level of Analysis Approach | |
| Shining a Torch on Metaphor in HRD | |
| Learning | |
| Theories of Learning | |
| Situated Learning | |
| Legitimate Peripheral Participation | |
| Communities of Practice | |
| The Organizational Frontier | |
| Experiential Learning | |
| Contextual Factors Influencing Informal Learning in a Workplace Setting | |
| The Case of 'Reinventing Itself Company' | |
| How Groups Learn | |
| The Role of Communication Patterns, Cue Recognition, Context Facility and Cultural Intelligence | |
| Adult Learning | |
| The Adult Learners | |
| The Definitive Classic in Adult Education and Human Resource Development | |
| Towards Development of a Generalized Instrument to Measure Andragogy | |
| Updating Our Knowledge of Adult Learning | |
| Towards an Holistic Theory of Knowledge and Adult Learning | |
| Organizational Learning and the Learning Organization | |
| On Organizational Learning | |
| The Fifth Discipline | |
| The Construct of the Learning Organization | |
| Dimensions, Measurement and Validation | |
| The Relationship between the Learning Organization Concept and Firms' Financial Performance | |
| An Empirical Assessment | |
| Disciplines of Organizational Learning | |
| Contributions and Critiques | |
| Towards an Architecture of Organization-Led Learning | |
| Knowledge Management and Intellectual Capital | |
| a Model of Knowledge-Sharing Motivation | |
| Knowledge Sharing | |
| a Review and Directions for Future Research | |
| The Knowledge-Creating Company | |
| How Japanese Companies Create the Dynamics of Innovation | |
| Knowledge and Organization | |
| a Social-Practice Perspective | |
| The Tacit Dimension | |
| Strategic HRD | |
| Exploring Strategic Maturity in HRD | |
| Rhetoric, Aspiration or Reality | |
| a Strategic Perspective on Human Resource Development | |
| Desperately Seeking Alignment | |
| Reflections on Senior Line Managers and HRD Executives | |
| Toward a Political Economy Model for Comparative Analysis of the Role of Strategic Human Resource Development Leadership | |
| Creating and Sustaining a Strategic Partnership | |
| a Model for Human Resource Development | |
| Training and Development | |
| Training and Development | |
| a Review and Critique of Research on Training and Organizational-Level Outcomes | |
| Development of a Generalized Learning Transfer System Inventory | |
| Influences of Individual and Situational Characteristics on Measures of Training Effectiveness | |
| Investigation of the Factors That Influence Employees' Participation in Development Activities | |
| Transfer of Training | |
| a Review and Directions for Future Research | |
| Evaluation | |
| Behaviorally Anchored Competencies | |
| Evaluation Tool for Training via Distance | |
| In Search of the Holy Grail | |
| Return on Investment Evaluation in Human Resource Development | |
| Great Ideas Revisited | |
| Techniques for Evaluating Training Programmes | |
| How to Measure the Return on Your HR Investment | |
| Training Evaluation | |
| Knowing More Than Is Practised | |
| Career Development | |
| Career Development | |
| Advances in Career Theory and Research | |
| a Critical Review and Agenda for Future Exploration | |
| Strategic Talent Management | |
| a Review and Research Agenda | |
| Executive Coaching | |
| a Review and Agenda for Future Research | |
| What Influences Continuous Employee Development Decisions? | |
| Career Development | |
| Load-Bearing Wall or Window Dressing? Exploring Definitions, Theories and Prospects for HRD-Related Theory Building | |
| Models, Definitions and Outcome Variables of Action Learning | |
| a Synthesis with Implications for HRD | |
| Management and Leadership Development | |
| Behavioural Indicators of Ineffective Managerial Coaching | |
| a Cross-National Study | |
| It's All Action, It's All Learning | |
| Action Learning in SMEs | |
| Emotional Intelligence | |
| Issues in Paradigm Building in the Emotionally Intelligent Workplace | |
| Emotional Labour in Corporate Change Programmes | |
| Towards Universalistic Models of Managerial Leadership Effectiveness | |
| a Comparative Study of Recent British and American Derived Models | |
| Organization Development | |
| Organizational Commitment and Organizational Culture | |
| The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization | |
| Culture's Consequences | |
| Comparing Values, Behaviors, Institutions and Organizations across Nations | |
| Organization Culture | |
| Organizational Performance | |
| The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Performance | |
| The Foundations of Performance Improvement and Implications for Practice | |
| Key Characteristics of Effective and Ineffective Developmental Interactions | |
| Human and Social Capital | |
| The Age of Human Capital | |
| Education in the 21st Century | |
| The Evolution of Social Capital Theory | |
| a Critique of a Theory of Social Capital and Implications for HRD | |
| Social Network Analysis in Human Resource Development | |
| a New Methodology | |
| Linking Mentoring and Social Capital | |
| Implications for Career and Organization Development | |
| Identity and Diversity | |
| Diversity and HRD | |
| Resisting HRD's Resistance to Diversity | |
| How Lesbians Learn to Negotiate the Heterosexism of Corporate America | |
| Evaluating AHRD Research Using a Feminist Research Framework | |
| Where to Now? Race and Ethnicity in Workplace Learning and Development Research: 1980-2005 | |
| Diversity in Human Resource Development and Continuing Professional Education | |
| What Does It Mean for the Workforce, Clients and Professionals | |
| Hrd in The Global context | |
| National and International HRD | |
| If We Can't Define HRD in One Country, How Can We Define It in an International Context? | |
| The Concept of Culture in International Comparative HRD Research | |
| Methodological Problems and Possible Solutions | |
| Theorizing Advances in International Human Resource Development | |
| Does It Matter Where to Conduct Training? Accounting for Cultural Factors | |
| Researching HRD | |
| Theory-Building and HRD | |
| The General Method of Theory-Building Research in Applied Disciplines | |
| Challenges and Choices for Theoretical Research in Human Resource Development | |
| An Impressionistic Framework for Theorizing about Human Resource Development | |
| Writing Integrative Literature Reviews | |
| Guidelines and Examples | |
| Case Study Research and Theory-Building | |
| Critical Theory and HRD | |
| Critically Challenging Some Assumptions in HRD | |
| Towards a Critical HRD in Theory and Practice | |
| a Critical Time for HRD? | |
| Conclusion | |
| Reflections on the Field and the Future of HRD | |
| Who Is Not Sleeping with Whom? What's Not Being Talked about in HRD? | |
| The Making of 21st Century HR | |
| An Analysis of the Convergence of HRM, HRD and OD | |
| Human Development as a Central Goal of Human Resource Development | |
| Table of Contents provided by Publisher. All Rights Reserved. |
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