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首页> 外文期刊>Journal of European Industrial Training: A Journal for HRD Specialists >Human resource development practices as determinant of HRD climate and quality orientation
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Human resource development practices as determinant of HRD climate and quality orientation

机译：人力资源开发实践是HRD气候和质量导向的决定因素

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摘要

Purpose - The aim of the study was to measure employees' perception of human resource development (HRD) practices, to explore whether ISO certification leads to any improvements in HRD system, and to examine the role of HRD practices on employees' development climate and quality orientation in the organization. Design/methodology/approach - A total of 239 employees belonging to eight organizations (four of them ISO certified) responded to a questionnaire which measured the following variables: career system, work planning system, development system, self renewal system, and HRD system. Findings - Results indicated large inter-organizational differences in HRD practices. In general, however, employees' ratings were moderate. ISO certified companies, compared to others, obtained higher means on some HRD variables. Organizations with better learning, training and development systems, reward and recognition, and information systems promoted human resource development climate. Quality orientation was predicted by career planning, performance guidance and development, role efficacy, and reward and recognition systems. Research limitations/implications - Comparison between ISO and non-ISO certified companies did yield some significant differences, yet it was difficult to conclude that the differences were due to ISO certification alone as organizations in the sample were not matched. Practical implications - The findings can be used by HR practitioners and scholars in building management concerns and advocacy for better HRD systems and practices. Originality/value - Very little empirical knowledge is available on this subject from transitional economies like Malaysia. The study makes a modest attempt in that direction.
机译：目的-研究的目的是衡量员工对人力资源开发（HRD）做法的看法，探讨ISO认证是否对人力资源开发体系有所改善，并检验人力资源开发做法对员工发展环境和质量的作用。组织中的定位。设计/方法/方法-属于八个组织（其中四个组织通过ISO认证）的239名员工回答了测量以下变量的调查问卷：职业系统，工作计划系统，发展系统，自我更新系统和HRD系统。调查结果-结果表明人力资源开发实践在组织间存在很大差异。但是，总的来说，员工的评价是中等的。与其他公司相比，通过ISO认证的公司在某些HRD变量上获得了更高的平均水平。具有更好的学习，培训和发展系统，奖励和表彰以及信息系统的组织促进了人力资源开发环境。通过职业规划，绩效指导和发展，角色效能以及奖励和认可系统来预测质量取向。研究的局限性/意义-ISO与非ISO认证公司之间的比较确实产生了一些显着差异，但由于样本中的组织不匹配，很难得出差异仅归因于ISO认证的结论。实际意义-人力资源从业人员和学者可以利用这些发现来建立管理关注点并倡导更好的HRD系统和实践。原创性/价值-像马来西亚这样的转型经济体对此方面的经验知识很少。该研究在该方向上进行了适度的尝试。

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