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Managing and Designing (integrated) Human Resource Development Projects: Subjective Concepts of HR Development Professionals"
ISBN
978-1-922069-29-0
Type
conference paper
Date Issued
2013-09-05
Author(s)
Abstract
Corporate Human Resource Development (HRD) has broadened its scope from a training provider to a business partner, change agent or specialized expert. However, a global study of Lawler III and Boudreau (2012) emphasizes that "the kind of game-changing change" (p. 163) in Human Resources has not happened yet. Although researchers (e.g. Poell 2012, p. 2 f.; Garavan, 2007, p. 16 ff.) point out that HRD should develop from a "tool-of-management" to a facilitator of all learning and development activities, the progress of implementing a coherent, vertically and horizontally integrated system of learning and development differs across companies and often requires improvement.
Therefore, HRD professionals should shape organizations actively by pressing ahead with projects that emphasize a holistic approach of HRD. To act holistically, HRD professionals have to pro-actively integrate the strategic and normative dimensions of the company as well as take over leadership for all activities of learning and development in the company.
In order to advance the professionalization of HRD professionals by developing a didactic design on the basis of a thorough understanding of their preconditions and pre-knowledge, the research project firstly aims to describe and understand the subjective concepts that guide the actions of HRD professionals. On the basis of a case study approach the empirical analysis focusses on the reconstruction of these subjective concepts in around 15 problem-centred interviews with HRD professionals by using a specific cognitive mapping technique (flow chart technique) from June until August 2013. This results in a classification of action patterns across cases and the construction of an intersubjective theory that displays the (implicit) pre-knowledge of the target group and develops HRD theory further. By a comparison of the status quo in theory and practice, recommendations for professionals and a target group specific competence development can be given.
Therefore, HRD professionals should shape organizations actively by pressing ahead with projects that emphasize a holistic approach of HRD. To act holistically, HRD professionals have to pro-actively integrate the strategic and normative dimensions of the company as well as take over leadership for all activities of learning and development in the company.
In order to advance the professionalization of HRD professionals by developing a didactic design on the basis of a thorough understanding of their preconditions and pre-knowledge, the research project firstly aims to describe and understand the subjective concepts that guide the actions of HRD professionals. On the basis of a case study approach the empirical analysis focusses on the reconstruction of these subjective concepts in around 15 problem-centred interviews with HRD professionals by using a specific cognitive mapping technique (flow chart technique) from June until August 2013. This results in a classification of action patterns across cases and the construction of an intersubjective theory that displays the (implicit) pre-knowledge of the target group and develops HRD theory further. By a comparison of the status quo in theory and practice, recommendations for professionals and a target group specific competence development can be given.
Language
English
HSG Classification
contribution to scientific community
Refereed
Yes
Book title
Proceedings of European Business Research Conference
Publisher
World Business Institute
Publisher place
Melbourne, Australia
Event Title
European Business Research Conference 2013
Event Location
Rome
Event Date
05.-06.09.2013
Subject(s)
Division(s)
Eprints ID
224574