Human Resource Development

Misyurov D.A. Dialectical formulas based on the binary notation as the development formulas // Credo New. 2012. №2

by Dmitry Misyurov

The article suggests dialectical formulas based on the binary notation as the development formulas: formula with... more The article suggests dialectical formulas based on the binary notation as the development formulas: formula with dominant and the non-dominant elements; universal formula; formula with symbolic weight of elements; tautological formula. For example, it suggests an opportunity to use the dialectical formulas for modeling and artificial intelligence creation, etc.

Trane HRD Analysis Report

by Linnie Emmons

Co-authored with Keisha Jones, Teresa Garner, Tobin Brown, Robert Attaway, and Rosie Traylor.

This paper is an analysis of the HRD processes at Trane Residential, an Ingersoll Rand company. The paper was written... more This paper is an analysis of the HRD processes at Trane Residential, an Ingersoll Rand company. The paper was written as part of a group assignment for a class titled Introduction to HRD.

E-Portfolio - The ADDIE Training Model

by Susan Aris Obar

TECH4313 - Dr. Rochelle McWhorter
Skills: Research, training activity


In this paper I... more TECH4313 - Dr. Rochelle McWhorter
Skills: Research, training activity


In this paper I discuss an article by H. Hsu and S. Wang concerning the use of the ADDE training model in the design of Second Life training activities.

E-Portfolio - Supervisor Interview and Analysis

by Susan Aris Obar

Co-authored with Sheryl Marshall, Darla Jordan-Miller, Melissa Hill and Jorge Perez

TECH4301 - Supervision - Mrs. J. Sun
Skills: Leadership, Communication, Teamwork, Supervisory

more TECH4301 - Supervision - Mrs. J. Sun
Skills: Leadership, Communication, Teamwork, Supervisory


In this Powerpoint presentation, we documented the work of a first-line supervisor at the AT& T Corporation. This presentation demonstrates how these type of duties and responsibilities require skilled planning, organizing, controlling, leading & staffing abilities in order to get the jobs done safely, on time & to the customer’s satisfaction.

The Principle and Practices Behind the Success of Abdul Sattar Edhi

by Uzair Mughal

"This project focuses on the life and successes of Abdul Sattar Edhi in the context of the Meaningful Life... more "This project focuses on the life and successes of Abdul Sattar Edhi in the context of the Meaningful Life Framework. We will analyze these under the broad headings which come under the Meaningful Life Framework: Strategic Visions, Strategic Time Management, Competence and Leadership."

Note - The Meaningful Life framework has been developed by Suleiman Ahmer and is used in some of the workshops conducted by his consulting firm, Timelenders.

Sustainable Competency-Oriented Human Resource Development With Ontology-Based Competency Catalogs

by Andreas Schmidt

E-Portfolio - Job Analysis Project

by Susan Aris Obar

HRD4320 - Job Analysis - Dr. Paul Roberts
Skills: Interviewing, organizational, research, communication
... more HRD4320 - Job Analysis - Dr. Paul Roberts
Skills: Interviewing, organizational, research, communication


In this job analysis project, I interviewed the City Administrator of Troup, Texas. This paper details the variety of duties and skills that are required to manage the business of a small, Texas town.

Religious diversity in Lebanon: lessons from a small country to the global world

by Akram AL ARISS

Al Ariss, A. (2010). Religious diversity in Lebanon: lessons from a small country to the global world In M. Özbilgin & J. Syed (Eds.), Managing Cultural Diversity in Asia: A Research Companion (pp. 56- 72). New York: Edward Elgar Publishing.

The diversity management challenges faced by the multi-religious Lebanese society reflect the ones that the world is... more The diversity management challenges faced by the multi-religious Lebanese society reflect the ones that the world is increasingly experiencing with globalisation and the increased migration. Still, the management literature on religious diversity remains under-developed.

The objective of this chapter is to examine the patterns of religious diversity management in Lebanon. This diversity scheme refers to the power distribution among the different religious communities rather than on the moral issues or the freedom of practising religions in organisations or in the social life. The study is based on twenty qualitative interviews conducted with Lebanese men and women who spent part of their lives and careers in Lebanon and the other part in France.

Findings showed that the religious diversity scheme in
Lebanon obstructed participants’ access to job opportunities and their career advancement. The chapter challenges existing diversity theories that ignore equality matters and focus mainly on equitable representation of people at workplace according to their group membership. Findings suggest that equitable religious diversity schemes should be coupled with merit-based treatments in order to offer equal opportunities in the increasingly religiously diverse societies.

ASHA-Certified Speech-Language Pathologists: Informal Learning In the Medical Workplace

by Patrick Walden

Dissertation

Conceptualizations of Organizational Change Viewed Through the Lens of Power: A Tutorial for the Speech-Language Pathologist/Audiologist Administrator

by Patrick Walden

Published in Perspectives on Administration and Supervision

Both educational and healthcare organizations are in a constant state of change whether triggered by national,... more Both educational and healthcare organizations are in a constant state of change whether triggered by national, regional, local or organization-level policy. The Speech-Language Pathologist/Audiologist-administrator who aids in the planning and implementation of these changes, however, may not be familiar with the expansive literature on change in organizations. Further, how organizational change is planned and implemented is likely affected by leaders’ and administrators’ personal conceptualizations of social power which may affect how front line clinicians experience organizational change processes. The purpose of this article, therefore, is to introduce the Speech-Language Pathologist/Audiologist-administrator to a research-based classification system for theories of change and to review the concept of power in social systems. Two prominent approaches to change in organizations are reviewed and these two approaches are then discussed as they relate to one another as well as to social conceptualizations of power.

Informal learning in the workplace: a comparison of two models

by Patrick Walden

Co-authored with Dr. Valerie C. Bryan from Florida Atlantic University and Dr. Sunil Ramlall from Kaplan University. Published in the International Journal of Human Resource Development and Management

This article introduced Walden’s Process Model of Informal Workplace Learning (Walden, 2008) and compared this model... more This article introduced Walden’s Process Model of Informal Workplace Learning (Walden, 2008) and compared this model to that reported by Cseh, Watkins, and Marsick (1999). Secondarily, this article proposed suggestions for technology-enhanced effective informal workplace learning practices. Differences between the two models were described. It was found that Walden’s model lent empirical support to Cseh, Watkins and Marsick’s model. Walden’s model lacked an examination of multiple alternative solutions to identified problems and a framing/re-framing of business contexts after learning, both of which were part of Cseh, Watkins and Marsick’s model. Walden’s model did, however, add a step for implementation of action based on learning in the workplace as well as a time frame with which learners engaged in informal learning strategy use. These two additions were not included in Cseh, Watkins and Marsick’s model.

Returns to education of young people in Mongolia

by Francesco Pastore

Post-Communist Economies, 22(2): 247-265.

Relatively little is known about the youth labour market in Mongolia. This paper studies returns to education of... more Relatively little is known about the youth labour market in Mongolia. This paper studies returns to education of 15-29-year-olds by taking advantage of a recent ad hoc School to Work Transition Survey. Based on augmented Mincerian earnings equations, education and work experience appear to be important determinants of earnings. Vocational does not provide higher wages than compulsory education. Factors bearing wage gains include: living in the capital city and in urban areas in general. Factors bearing wage penalties include: gender, informal work, training, using informal job search networks, herding. Union membership, being a migrant, the civil status are wage neutral.

Collectivism as a Moderator of Perceived Organizational Unfairness in Diverse Workplaces.

by Robert M. Yawson

Ghandehari, Sanam. & Yawson, Robert. (2012).

In, HRD and Technology: Exploring the Intersectionality.  Proceedings of AHRD 2012 International Research Conference in the Americas. (pp 1522-1527). Denver, Colorado, USA, February 28- March 3, 2012

Organizational fairness is an important field in organizational studies. It is how individuals or groups view or... more Organizational fairness is an important field in organizational studies. It is how individuals or groups view or perceive the fairness of treatment they receive from organizations and supervisors. Perceptions of organizational justice have been found to predict significant organizational outcomes, such as organizational commitment, job satisfaction, performance, turnover intentions, employee loyalty, and absenteeism. While many studies have consistently shown that a person’s perception of justice has a significant impact on some work outcomes, far fewer have examined the affect of this relationship in cultural diverse workplaces.  This study aims to examine the affects of collectivistic values as one of the main cultural constructs on perception of organizational fairness and subsequent organizational outcomes. The study attempts to answer an overarching question emanating from the fact that collectivist values are known for maintaining harmonious relationships in groups

Free agent learners: the new career model and its impact on human resource development

by Rose Opengart

The role of human resource development in preventing organisational stagnation

by Deborah Blackman

Using System Theory to Evaluate Organizational Change in a Furniture Retailer in the United States: A Case Study

by Aaron Minnick

Co-authored with Fred Kauser and Dr. Ronald Jacobs; presented at AHRD/Asia Dec. 2011

Organizational change is a planned effort to increase an organization’s effectiveness in order to better solve... more Organizational change is a planned effort to increase an organization’s effectiveness in order to better solve problems, learn from experience, improve performance, and/or respond to external events. Much scholarship on organizational change builds on Lewin’s Field Theory of quasi-stationary equilibrium and his three-step model of change (unfreezing-movement-refreezing). However, Lewin’s approach and even the notion of planned change itself have been criticized in the last 30 years by alternatives including the Culture-Excellence approach, the processual approach, and the equilibrium models of organizational change. These alternate approaches argue that planned change in the Lewin model is excessively linear, static, and unidirectional in a global business climate that is non-linear, unpredictable, and organic. This case study of an American furniture retailer responds to criticisms of planned change by proposing a systems-based model depicting planned change as structured, iterative, and dynamic.

Leadership Development: An Assessment of the Aspiring Leaders Program at the Texas Commission on Environmental Quality

by Texas State PA Applied Research Projects

Gradney, James, "Leadership Development: An Assessment of the Aspiring Leaders Program at the Texas Commission on Environmental Quality" (2008). Applied Research Projects, Texas State University-San Marcos. Paper 269.
http://ecommons.txstate.edu/arp/269

One of the keys to an organizations' long-term success is a management development plan. One such agency that has... more One of the keys to an organizations' long-term success is a management development plan. One such agency that has developed and initiated a leadership training program is the Texas Commission on Environmental Quality (TCEQ). The purpose of this applied research project is threefold. First, it describes the ideal components of a leadership development program based on review of existing literature. Next, it assesses the TCEQ Aspiring Leaders Program using the practical ideal type components. And finally, the project provides recommendations for improving the Aspiring Leaders Program.

An examination of leadership development literature reveals five crucial components of a model leadership development program. The leadership development model components include executive management support, selection process, implement skills training, provide individualized training, and program assessment. These components are used to frame a case study research approach to examining the Aspiring Leaders Program. The case study research utilized document analysis and structured telephone interviews.

The case study research results show that, overall the Aspiring Leaders Program consistently reflects the same structure as the model leadership development program. However, the research results also indicate that significant improvements to the program can be achieved in the mentoring element of the individualized training component. Although to a lesser extent, an area of concern also exists with the selection process component with respect to how candidates are selected and the number of participants per training session.

360° Performance Evaluations: An Assessment of the Attitudes of Human Resource Directors in the State of Texas

by Texas State PA Applied Research Projects

Garza, Melissa C., "360° Performance Evaluations: An Assessment of the Attitudes of Human Resource Directors in the State of Texas" (2000). Applied Research Projects, Texas State University-San Marcos. Paper 246.
http://ecommons.txstate.edu/arp/246

Performance evaluations are an integral part of most Human Resource systems. For this reason, performance evaluation... more Performance evaluations are an integral part of most Human Resource systems. For this reason, performance evaluation systems command an inordinate amount of research attention. This study assesses attitudes of Human Resource directors in Texas state agencies with regard to key aspects of the 360° performance evaluation process. First, an examination of literature identifies recurring themes, issues and characteristics associated with the implementation and use of 360° systems including organizational culture, anonymity, utilization, accountability, resources, training and rater variance. To assess attitudes regarding key characteristics of the 360° evaluation process, data were collected from Human Resource directors in Texas state agencies via survey questionnaires.

Next, the study reports attitudinal findings from the survey with regard to key characteristics derived from the literature review. Results indicate that Human Resource directors generally agree with the information pertaining to the conceptual categories revealed through the literature review. The findings indicate, for example, that organizational culture is a strong predictor of the success or failure of the implementation of 360° feedback systems. There is also support for the incorporation of accountability mechanisms, training and resources. Interestingly, it is found that utilization of feedback data for purely developmental purposes does not necessarily preclude sharing data with supervisors even though the data will be included in performance appraisals. This is important because experts in the field argue that feedback ceases to remain purely developmental when it is shared with supervisors and included in the performance appraisal process.

Finally, recommendations for future research are identified. One suggestion is to study organizations actually utilizing the 360° performance evaluation process. As agencies could potentially employ some, but not all, elements of 360, future research may focus on elements or portions of the process state agencies use. Subsequent studies may also include a population representative of all state agencies and may compare and contrast 360° systems in public and private sectors.

Incorporating Personality Traits in Hiring: A Case Study of Central Texas Cities

by Texas State PA Applied Research Projects

Britain, Rebecca L., "Incorporating Personality Traits in Hiring: A Case Study of Central Texas Cities" (2007). Applied Research Projects, Texas State University-San Marcos. Paper 258.
http://ecommons.txstate.edu/arp/258

The first purpose of this paper is to describe the personality traits of an ideal employee. The literature indicates... more The first purpose of this paper is to describe the personality traits of an ideal employee. The literature indicates there are five identifiable personality traits that should be assessed during the hiring process. The traits are conscientiousness, emotional stability, agreeableness, extraversion, and openness to experience. Second, this research describes the extent to which cities in central Texas use hiring processes that take into account an employee’s personality traits. Data from a questionnaire sent to human resources directors in central Texas cities are used. The directors were asked about using personality assessments during the hiring process. The data reveal that a majority of cities do not administer personality tests during the hiring process. The research presented in this paper is helpful for human resource directors because it reviews the literature that explains why incorporating personality assessments in the hiring process helps put the right person in the right position.

An Assessment of Texas State Agencies Employee Performance Appraisal Forms

by Texas State PA Applied Research Projects

Martinez, Mindy M., "An Assessment of Texas State Agencies Employee Performance Appraisal Forms" (2006). Applied Research Projects, Texas State University-San Marcos. Paper 201.
http://ecommons.txstate.edu/arp/201

Purpose: The purpose of this research is three fold. The first purpose uses the literature to develop the... more Purpose: The purpose of this research is three fold. The first purpose uses the literature to develop the characteristics of a model employee performance appraisal form. The second purpose is to gauge selected Texas mid sized state agencies performance appraisal forms using the model. The third purpose is to make recommendations to improve the performance appraisal forms.

Method: Content analysis is the research method used to assess the employee performance appraisal forms of Texas state agencies. The data is collected through content analysis of Texas state agencies employee performance appraisal forms. The study examined twenty-seven Texas state agencies that were non-educational institutions that employed 50 to 1000 employees.

Findings: The overall findings reveal that the majority of state agencies do use the components, and some may need to be defined more clearly. There were also several additional criteria found on agency forms that may be useful to other agencies.