Purpose: The aim of this paper is to show the association which exists among the wide range of knowledge management, knowledge sharing and HRM practices in the knowledge-intensive firms. Design/methodology/approach: The proposed literature review includes the systematic process of research in the following manner; after identifying the main area…

Purpose: The purpose of this paper is to examine the factors that drive a firm's decision to invest in training in India's IT-enabled services/business process outsourcing (ITeS/BPO) sector. It aims to consider a much-neglected area and an often-cited need to consider external factors, especially the needs of an organisation's clients in a firm's…

Purpose: The purpose of this paper is to review social identity theory and its implications for learning in organizations. Design/methodology/approach: This article is a conceptual paper based on a multidisciplinary review of the literature on social identity theory. This article explains the theoretical concepts, constructs, and findings of an…

The Pygmalion effect--or self-fulfilling prophecies--has not been supported in educational research but it has in training and workplace-learning studies. Implications for workplace-learning design, trainee self-esteem, and trainer behaviors can be derived from these research findings. (SK)

Human resource management data were collected from 149 Irish, 201 Hong Kong, 92 Singaporean, and 144 Chinese organizations. Career patterns and training practices showed distinct differences. Irish organizations were more likely to have lower levels of career paths; their training practices suggested more new forms of careers. Fewer paths indicate…

Discusses managers as staff developers. Describes three managerial types: (1) high structure, low interest; (2) low structure, high interest; and (3) high structure, high interest. Presents guidelines for improving the staff development process. (CH)

Training for small businesses requires an entrepreneurial rather than a conventional approach. Critical trainer competencies include profiling the business, segmenting the market, understanding the business development process, introducing the relevant environment, delivering enterprise skills training, and teaching across the board. (SK)

Part-time workers, who are primarily female, are not well served by staff development and training models that reflect values and assumptions of traditional working patterns. Part-timers face such training barriers as management attitudes, lack of time and resources, and inflexibility. (SK)

Human-resource-development needs that arise from different business strategies will depend on the purpose and structure of the strategies. A strategic approach to training and development necessitates increased theoretical rigor, more rigorous evaluation of effectiveness, and determination of responsibility for training. (Author/SK)

Diversity is a multidimensional construct that affects all members of an organization. The relationship between diversity and organizational performance is not automatic. Diversity must be promoted, supported, and managed effectively to reap its benefits. (SK)

Evaluation of a hospital's performance appraisal system collected data from 74 survey responses and 39 interviews. Staff comments revealed varying degrees of involvement with and commitment to the process. The need for employees and supervisors to formulate, implement, and review training and development plans jointly was emphasized. (SK)

A survey of human resource development practitioners received responses from Belgium (n=53, 26.5%), England (n=228, 13.1%), Northern Ireland (n=37, 11.2%), and Italy (n=105, 15%). Responses were compiled into a profile of roles and competencies that was then compared with similar surveys in the United States. (SK)

Describes framework for organizational change based on propositions that change must be measurable and observable; organizational change requires individual change; and individual change requires learning and motivation to apply learning. Two models explained: a matrix indicating degrees of acceptance of problem and solution and continuum relating…

Review of the current state of human-resource-development literature includes definitions, models, and dominant biases. The review concludes that the literature is fragmented and reflects a diverse range of issues and opinions. (73 references) (SK)

A master of technology management degree program was offered to aerospace employees on site; many completed modules and 20 completed degrees. Responses from 38.5% of 65 participants indicated both personal and company benefits (improved capacity for change, movement toward a learning culture), but some experienced problems in applying learning on…