Impact of HRD on economy through development of workforce skills and intellectual capital
Impact of HRD on economy through development of workforce skills and intellectual capital
Literature review:
Workplace learning is rapidly changing from formalized, intermittent and discontinuous learning to increasingly informal, experimental and real time situation learning. There is a paradigm shift of HRD and workplace learning through team orientation, continuous learning, and flexible structure of organizations customizes audience and learn to adopt proactive approach, in fact to build a culture of continuous learning. Organizations have to provide opportunities to the employees to explore and apply latest technology, have ongoing training and development available, and to provide a more flexible environment with greater range of career opportunities..this advancement in HRD is step towards providing more competent and skilled workforce to the economy.
Eduardo Tomé (2011) review the role of human resource development in current knowledge based and services driven economy. the current economic situation implies that HRD faces several challenges: empowering employees by involving them in strategic issues; making use of people’s knowledge and experience; managing demographic change; making the organization attractive for (future) employees (employer branding); managing change; intertwining organizational development and HR work; integrating HR in organizational measurement systems and, thus, becoming an information base for decision-making.in service sector HRD is facing the problems of certification of competences, work related environments, intellectual capital, universities, career aspirations, career advancement, migrations, and sustainability.. These issues can help in understanding the economy with respect to human resource development.
Kit Brooks and Fredrick Muyia (2006) studied the relationship and integration among human resource development (HRD), social capital (SC), emotional intelligence (EI) and organizational productivity in presence
Literature review:
Workplace learning is rapidly changing from formalized, intermittent and discontinuous learning to increasingly informal, experimental and real time situation learning. There is a paradigm shift of HRD and workplace learning through team orientation, continuous learning, and flexible structure of organizations customizes audience and learn to adopt proactive approach, in fact to build a culture of continuous learning. Organizations have to provide opportunities to the employees to explore and apply latest technology, have ongoing training and development available, and to provide a more flexible environment with greater range of career opportunities..this advancement in HRD is step towards providing more competent and skilled workforce to the economy.
Eduardo Tomé (2011) review the role of human resource development in current knowledge based and services driven economy. the current economic situation implies that HRD faces several challenges: empowering employees by involving them in strategic issues; making use of people’s knowledge and experience; managing demographic change; making the organization attractive for (future) employees (employer branding); managing change; intertwining organizational development and HR work; integrating HR in organizational measurement systems and, thus, becoming an information base for decision-making.in service sector HRD is facing the problems of certification of competences, work related environments, intellectual capital, universities, career aspirations, career advancement, migrations, and sustainability.. These issues can help in understanding the economy with respect to human resource development.
Kit Brooks and Fredrick Muyia (2006) studied the relationship and integration among human resource development (HRD), social capital (SC), emotional intelligence (EI) and organizational productivity in presence
References: Dr Beverly Dawn Metcalfe, C. J. (2007). Theorizing advances in international. Human Resource Development , 449-465. Dr Marcus Powell, M. J. (2010). skill development strategies for rapid growth and development: the East asian economic mirical. the center foe employment initiatives . Dr. Muhammad Tariq Khan, D. N. (2012). An Organizational Concept of Human Resource Development – How Human Resource Management Scholars View ‘HRD. Universal Journal of Management and Social Sciences . Kit Brooks, F. M. (2006). Human resource development, social capital, emotional intelligence:any link to productivity? Journal of European Industrial Training , 117 - 128. Maran MARIMUTHU, L. A. (2009). HUMAN CAPITAL DEVELOPMENT AND ITS IMPACT ON FIRM PERFORMANCE: EVIDENCE. The Journal of International Social Research , 265-277. Thomas N. Garavan, M. M. (2002). Human resource development and workplace learning:emerging theoretical perspectives and organisational practices. Journal of European Industrial Training , 60 - 71. Tomé, E. (2011). Human resource development in the knowledge based and services driven economy: An introduction. Journal of European Industrial Training , 524 - 539.