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Article 5: Theorizing SHRD: Linking Financial Performance and Sustainable…
Article 5: Theorizing SHRD: Linking Financial Performance and Sustainable Competitive Advantage
Introduction
To explore potential new underlying theory and model of SHRD based on critiques of current theoretical foundations of HRD
A review and critique of existing HRD theories will be done to find out where the differences of SHRD and non SHRD
Problem Statement
SHRD has been explored from broad-based literature in training and development, learning, and human resources during the last decade
There has little consensus on the common definitions of SHRD and what are the strategic approaches and characteristics
Critique on theoretical foundations of HRD
Performance paradigm
regards the performance and performance improvement as a sole objective of HRD policies and activities
Learning paradigm
shares the dominance with performance paradigm in the area of theoretical foundations of HRD
Strategic Human Resource Development
Individual SHRD
systematic process of developing individual human expertise including training and development, learning, organizational development, performance development and leadership development in order to enable individual to achieve their strategic objectives
National SHRD
systematic process of developing SHR including training and development, learning, organizational development, performance development and leadership development in order to enable the nation to achieve its strategic objectives
Implications
the new definition and model of SHRD has clear linkages between HRD approaches and organizational strategic results
the new definition and model includes 5 strategic HRD approaches .
the new definition of SHRD at organizational level, as well as individual and national level as a source of new contribution in the field
built on the resource-based view of firm and HR
Derino Chai Tzee Phing (65790)