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Ellinger, Andrea D.; Hamlin, Robert G.; Beattie, Rona S. – Online Submission, 2008
During the past few years, the growth of an emergent "coaching industry" in many countries has resulted in some scholars calling for the development of a "coaching profession." Yet, contemporary HRD and OD professionals conceive of coaching as a necessary area of expertise. This paper reports the results of a qualitative study of different…
Descriptors: Organizational Development, Labor Force Development, Interprofessional Relationship, Career Development
Eggert, Katherine L.; Callahan, Jamie L. – Online Submission, 2007
Most literature portrays mentoring as a means to enhance or maintain organizational stability. Thus, mentoring is viewed as a mechanism to achieve organizational goals. From this perspective, HRD scholars may be ignoring an elementary aspect of mentoring - a deeply personal, developmental relationship between two individuals. This paper explores…
Descriptors: Mentors, Labor Force Development, Intervention, Organizational Development
Akdere, Mesut; Schmidt, Steven W. – Online Submission, 2008
This empirical study examines employee perceptions of quality management at three different time periods. New employees at a large United States manufacturing organization were surveyed regarding their perceptions of their organization's quality management practices before they attended a new employee orientation training, immediately after the…
Descriptors: Employee Attitudes, Labor Force Development, Total Quality Management, Employer Employee Relationship
Korte, Russell F. – Online Submission, 2007
Traditional views of socialization focus primarily on the passive learning by the newcomer of the expectations of the organization. Theorizing and research on cognitive learning and social exchange indicate that the socialization process is vastly more complex. This paper views socialization through the lenses of cognitive learning and social…
Descriptors: Socialization, Social Exchange Theory, Organizational Development, Labor Force Development
Hu, Po – Online Submission, 2007
This paper is to explore potential new underlying theory of strategic human resource development based on critiques of current theoretical foundations of HRD. It offers a new definition and model of Strategic HRD based on resource-based view of firm and human resource, with linkage to financial performance and competitiveness. Proposed new model…
Descriptors: Organizational Development, Talent Development, Human Resources, Leadership
Gedro, Julie – Online Submission, 2008
In this paper, I would like to offer the suggestion that HRD (human resource development) become an ethics champion within the corporations and the organizations we serve. By surveying and synthesizing literature from higher education and professional associations on business ethics theory and practice, this paper provides both rationale as well…
Descriptors: Professional Associations, Corporations, Ethics, Human Resources
Whitener, J. Kori – Online Submission, 2007
Organizational learning is a complex phenomenon, the collective nature of which makes it difficult to study and examine. Organizational stories are cultural forms that facilitate the sensemaking processes and capabilities of the individuals and teams that form the collective organization. This paper utilizes literature to suggest possible impacts…
Descriptors: Organizational Climate, Story Telling, Learning Processes, Organizational Culture
Wang, Yu-Lin; Ellinger, Andrea D. – Online Submission, 2008
The purpose of this paper is to develop a conceptual framework and research hypotheses based upon a thorough review of the conceptual and limited published empirical research in the organizational learning and innovation performance literatures. Hypotheses indicate the relationships between organizational learning, its antecedent, perception of…
Descriptors: Innovation, Labor Force Development, Hypothesis Testing, Literature Reviews
Mendoza-Diaz, Noemi V.; Dooley, Larry M.; Dooley, Kim E. – Online Submission, 2007
Human Resources are often times challenged by the integration of new technologies (Benson, Johnson, & Kichinke, 2002). Universities pose a unique challenge since they reluctantly adapt to changes (Torraco & Hoover, 2005; Watkins 2005). This is a dissertation study of the human resource concerns about adopting Internet2 in a…
Descriptors: Research Universities, Organizational Development, Labor Force Development, Human Resources
Butcher, Jennifer; Kritsonis, William Allan – Online Submission, 2007
Human Resource Management is a branch of an organization which recruits and develops personnel to promote the organization's objectives. Human Resource Management involves interviewing applicants, training staff, and employee retention. Compensation, benefits, employee/labor relations, health, safety, and security issues are a few of the aspects…
Descriptors: Labor Turnover, Leadership Effectiveness, Labor Relations, Human Capital
Chermack, Thomas J.; Walton, John S. – Online Submission, 2004
This paper examines the role of scenario planning as a development and change intervention. To do so, this article provides an overview of scenario planning and an overview of development and change in organizations. The article then builds on the philosophical orientations of development and change through scenario planning introducing the…
Descriptors: Planning, Delphi Technique, Organizational Change, Organizational Development
Wang, Jia – Online Submission, 2007
The impact of crises on organizations has been stronger than ever. This article explores the role of organizational learning in crisis management, an area that has received little attention from HRD community. Recognizing the dynamics and interconnectedness of crisis management, organizational learning, and organizational change, the article…
Descriptors: Crisis Management, Organizational Change, Learning Processes, Labor Force Development
Chermack, Thomas J.; Provo, Joanne; Danielson, Monica – Online Submission, 2005
This article explores the barriers to successful implementation of organizational strategy. Drawing from the few key research works available, this article distills a list of core reasons for organizational strategy implementation failure and suggests several roles for Human Resource Development (HRD) professionals in addressing these barriers to…
Descriptors: Human Resources, Organizational Development, Labor Force Development, Strategic Planning
Chemarck, Thomas J.; Payne, Tiffani D. – Online Submission, 2005
This article builds on previous work that classified types of scenario planning as effective or relevant for particular situations, by adding consideration for levels within the organization. In addition, the argument is built for using a particular form of scenarios to anticipate or explore process level problems and outcomes. The problem of…
Descriptors: Organizational Development, Problem Solving, Simulation, Job Performance
Marsh, Catherine; Johnson, Carrie – Online Submission, 2005
This study examines action learning as a vehicle for the transfer of organizational values in a multi-cultural, virtual-team based leadership development process. A Case Study of Kanbay International's Global Leadership Development Program is used as a lens through which HRD researchers and practitioners may glimpse new possibilities for the…
Descriptors: Experiential Learning, Labor Force Development, Organizational Development, Active Learning
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