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首页> 外文学位 >Puerto Rican human resource professionals' perceptions of the concept, practice, and future of human resource development (HRD) in Puerto Rico.
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Puerto Rican human resource professionals' perceptions of the concept, practice, and future of human resource development (HRD) in Puerto Rico.

机译：波多黎各人力资源专业人员对波多黎各人力资源开发（HRD）的概念，实践和未来的看法。

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摘要

This qualitative study examines the practice of HRD in Puerto Rican Organizations. Semi-structured interviews were employed to explore the perceptions of thirty Puerto Rican HR/HRD practitioners about the concept, practice, and future of HRD in Puerto Rico. Based on participants' perspectives, five themes associated to the concept of HRD emerged: (1) financial benefits from HRD investment, (2) impact of HRD on employee satisfaction and motivation to work, (3) a strategic tool for achieving organizational goals, (4) performance improvement, and (5) assisting and facilitating change processes.; The state of HRD practice in organizations operating in Puerto Rico was characterized by a lack of systematic need analysis, increased use of evaluation methods, continuous demand for training and development, growing use of OD practices, low management support and commitment, contradictory views about the role of HRD, and a necessity for increasing the level of HRD professionalism.; Participants proposed three strategies for fostering HRD practices in organizations operating in Puerto Rico: (1) proving the benefits of HRD efforts, (2) getting involved in strategic planning processes, and (3) enhancing the level of HRD professionalism. Based on study's results, the following 5 conclusions were drawn: (1) HRD results in mutual benefits for both the individual and the organization, (2) The incorporation of systematic methodologies to HRD work can help HRD practitioners to most effectively address individual and organizational needs, (3) HRD efforts are key to the present and future survival capability of organizations, (4) Organization development is perceived as a broader view than HRD that helps to assist and facilitate organizational change processes, (5) HRD must be an active participant in business planning. Overall, the results of the study point to the need for HRD practitioners to play dual roles as operational and strategic players.
机译：这项定性研究考察了波多黎各人组织中人力资源开发的做法。使用半结构化访谈来探究30名波多黎各人力资源/人力资源从业者对波多黎各人力资源开发的概念，实践和未来的看法。根据参与者的观点，出现了与人力资源开发概念相关的五个主题：（1）人力资源开发投资带来的财务收益;（2）人力资源开发对员工满意度和工作动机的影响;（3）实现组织目标的战略工具; （4）绩效改善，以及（5）协助和促进变更流程。在波多黎各经营的组织中，人力资源开发实践的现状是缺乏系统的需求分析，评估方法的使用不断增加，培训和发展的持续需求，OD做法的使用不断增加，管理层的支持和承诺较低，对人力资源管理的矛盾看法。人力资源开发的作用，以及提高人力资源开发专业水平的必要性。与会者提出了三种在波多黎各经营的组织中促进人力资源开发实践的战略：（1）证明人力资源开发工作的益处，（2）参与战略规划流程，以及（3）提高人力资源开发专业水平。根据研究结果得出以下5个结论：（1）人力资源开发为个人和组织带来共同利益，（2）将系统的方法学纳入人力资源开发工作可以帮助人力资源开发从业人员最有效地解决个人和组织问题需求，（3）人力资源开发工作是组织当前和未来生存能力的关键，（4）与人力资源开发相比，组织发展被认为是更广阔的视野，可以帮助和促进组织变革过程，（5）人力资源开发必须是积极的参与业务计划。总体而言，研究结果表明，人力资源开发从业人员需要扮演运营和战略角色的双重角色。

著录项

  • 作者

    Campos, Teodoro M.;

  • 作者单位

    The George Washington University.;

  • 授予单位 The George Washington University.;
  • 学科 Education Adult and Continuing.; Business Administration Management.
  • 学位 Ed.D.
  • 年度 2004
  • 页码 p.3926
  • 总页数 216
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 成人教育、业余教育;
  • 关键词

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