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Sina Fäckeler
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Dr.
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Fäckeler
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Sina
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PublicationDesigning and managing holistic HRD projects: Subjective theories of human resources development professionalsCorporate 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 cross companies and is often not very advanced. 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. Unfortunately, a lot of HRD professionals lack in competencies to guide such projects to success. 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 theories 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 by using problem-centred reconstruction interviews. This results in a classification of action patterns cross 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 in practice, recommendations for professionals and a target group specific competence development can be given. Award for the 2nd Best Round Table of the Conference (JURE 2013)Type: conference paper
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PublicationType: conference paper
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PublicationType: conference paper
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PublicationManaging and Designing (integrated) Human Resource Development Projects: Subjective Concepts of HR Development Professionals"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.Type: conference paper
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PublicationType: conference paper
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PublicationKommunales Bildungsmanagement : Kernkomponenten und Gelingensbedingungen(Eusl-Verlagsgesellschaft mbH, 2016)
;Sloane, Peter, F.E. ;Losch, S. ;Meier, Karin ;Rüschen, EvaSchroeder, Helmut -
PublicationType: book sectionVolume: 190. Erg.-Lfg., Januar 2015
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PublicationType: doctoral thesisVolume: Dissertation Nr. 4348
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PublicationType: forthcomingJournal: Fachmagazin PersonalführungIssue: 10
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PublicationType: newspaper articleJournal: Personalwirtschaft : Magazin für Human ResourcesVolume: 2013Issue: 11