Purpose: This study aims to examine the effect of strategic human resource management (SHRM) practices on two learning outcomes, learning orientation and learning competence, which past research has seldom examined in the UAE context. SHRM practices consisted of four factors, namely, talent acquisition, learning and development, performance…

Purpose: The purpose of this paper is to examine the mediating role of employee competencies in the relationship between human resource development (HRD) practices and organizational effectiveness. Design/methodology/approach: An integrated research model was developed by combining principal factors from existing literature. Data were collected…

Administrators are the most responsible people for achieving goals of educational institution. That administration fulfills schools' aims effectively and efficiently depends on whether administrative functions are carried out according to scientific principles. The aim of the study was the assessment on school administrators' selection done as…

The present article outlines the main principles and peculiarities of the result-oriented university management on the basis of the Development strategy of the Kazakh State Women's Pedagogical University for 2013-2020. The relevance of the investigated issue is conditioned by the fact that in the context of a highly competitive market of research…

This paper identifies the interrelationship between the organisational learning (OL) characteristics, strategic human resource management (HRM) practices and the corresponding learning outcome for a sustained competitive advantage (SCA). Through a profound literature review, first, the knowledge assets (human capital), OL and strategic HRM are…

The increasing implementation of technology applications into the workplace has substantiated the need for adept professionals who can manage HR technology for employees and provide data about the organization. For some companies, these professionals are found within the human resources department. These information systems professionals combine…

Purpose: This study aims to explore the competencies needed by performance consultants, a particular role identified for training and development professionals. The role was formally named and promoted nearly two decades ago. Two ongoing discussions in the field are the competencies needed by training and development professionals and the role of…

Purpose: The purpose of this paper is to contribute to the research and literature through the development of the theme of competence foresight. In addition, the aim is to construct information pathways for the foresight mechanism, for the use of practitioners, to enable them to manage talent and competences with an anticipatory perspective.…

Purpose: The purpose of this conceptual paper is to illuminate the problems that are associated with defining and identifying talent and to discuss the development of talent as a contributor to employability. Design/methodology/approach: The world of work is characterised by new and rapidly changing demands. Talent management has recently been the…

Purpose: The paper seeks to explore the proposition that there is a need for research to address the connections between talent management (TM) and managing diversity as one example of achieving better integration and less separation in academic work on human resource (HR). Design/methodology/approach: An exploratory study of one organisation at a…

The preceding article (Clarke, 2010) examines an important and interesting question; that is, under what conditions can learning contribute to the development of emotional intelligence (EI)? Despite the controversy surrounding the definition and construct of EI, its prevalence for the human resources development (HRD) field and its implications…

Competencies represent an important and popular topic in human resource development. Despite this popularity, a divide exists between practitioner approaches to developmental competency measures and the empirical scrutiny of such approaches. However, the scarce empirical studies on competency measures have begun to bridge this gap. In the present…

This article is based on the Mexican case study undertaken as part of the comparative study of the implementation and impact of National Qualifications Frameworks (NQF). Even though Mexico does not have a comprehensive NQF, the country has considerable experience in the development of labour competence technical standards; these share some aims…

In an era of increasing global competition, it is argued that knowledge and skills are the key sources of competitive advantage. This places the human resource development (HRD) function in a situation of increased status and power, if HRD professionals adopt roles in a way that adds "value" and facilitates achievement of competitive advantage.…

Valuing Learning is the process of promoting participation in and outcomes of (formal or non-formal) learning and as such the organising principle for lifelong learning strategies. It aims at the recognition and validation of prior learning (VPL) and further development. Four main models of Valuing Learning can be distinguished: (1) the…