Definitions of Hrd
KAYODE OLANIYAN
Analysis of Nadler (1970) definition of HRD.
CONTENTS
Introduction……………………………………………………………………3
Human Resource Development According to Nadler (1970)…………………3
Series of Organised Activities…………………………………4
Done Within a Specific Time Frame…………………………...4
Behavioural Change……………………………………………5
Analysing Nadler (1970) Definition’s with other Authors……………………..6
Conclusion……………………………………………………………………….8
References………………………………………………………………………..9
Bibliography……………………………………………………………………..11
Learning Log for the Past Twelve Months………………………………………12
Developmental Plans for the Next twelve Months………………………………13
INTRODUCTION
The concept of human resource development is seen to have been in existence as far back as 1940s in the early organisation development interventions (Blake, 1995). Over the years, different definitions have been accredited to the term HRD (Human Resource Development), and these definitions were giving based on the perspective, research findings, and the period (years) which the researches were carried out.
Human resource development is a field that could not be given a specific or a generally accepted definition, because it is not a phenomenon that could be seen, felt or touched; therefore an attempt to give it definitions by authors, scholars, researchers, tutors or lecturers may vary (Blake, 1995)
At some point, human resource development was seen as a professional field, (Gilley and Eggland, 1989), as a body of knowledge (Jacobs, 1990), or even as a field of study and practise (Weinberger, 1998).
However, for the purpose of this assignment, the definition of human resource development, as given by Nadler (1970) would be analysed, and it shall be compared with other definitions that has evolved over the years, in order to ascertain if Nadler (1970) definition is still relevant and valid, or otherwise.
HUMAN RESOURCE DEVELOPMENT ACCORDING TO NADLER (1970)
Nadler (1970) sees human resource development as different organized activities, done within
Analysis of Nadler (1970) definition of HRD.
CONTENTS
Introduction……………………………………………………………………3
Human Resource Development According to Nadler (1970)…………………3
Series of Organised Activities…………………………………4
Done Within a Specific Time Frame…………………………...4
Behavioural Change……………………………………………5
Analysing Nadler (1970) Definition’s with other Authors……………………..6
Conclusion……………………………………………………………………….8
References………………………………………………………………………..9
Bibliography……………………………………………………………………..11
Learning Log for the Past Twelve Months………………………………………12
Developmental Plans for the Next twelve Months………………………………13
INTRODUCTION
The concept of human resource development is seen to have been in existence as far back as 1940s in the early organisation development interventions (Blake, 1995). Over the years, different definitions have been accredited to the term HRD (Human Resource Development), and these definitions were giving based on the perspective, research findings, and the period (years) which the researches were carried out.
Human resource development is a field that could not be given a specific or a generally accepted definition, because it is not a phenomenon that could be seen, felt or touched; therefore an attempt to give it definitions by authors, scholars, researchers, tutors or lecturers may vary (Blake, 1995)
At some point, human resource development was seen as a professional field, (Gilley and Eggland, 1989), as a body of knowledge (Jacobs, 1990), or even as a field of study and practise (Weinberger, 1998).
However, for the purpose of this assignment, the definition of human resource development, as given by Nadler (1970) would be analysed, and it shall be compared with other definitions that has evolved over the years, in order to ascertain if Nadler (1970) definition is still relevant and valid, or otherwise.
HUMAN RESOURCE DEVELOPMENT ACCORDING TO NADLER (1970)
Nadler (1970) sees human resource development as different organized activities, done within
References: INTRODUCTION The concept of human resource development is seen to have been in existence as far back as 1940s in the early organisation development interventions (Blake, 1995) HUMAN RESOURCE DEVELOPMENT ACCORDING TO NADLER (1970) Nadler (1970) sees human resource development as different organized activities, done within a specific time frame, which are designed to produce behavioural change * Systems theory: This focuses on the complex and dynamic interplay of organisations, environments, work process and group or individual factors overtime, or at any point (Swanson, 2001). ANALYSING NADLER (1970) DEFINITION WITH OTHER AUTHORS The Analysis of Nadler’s definition would be incomplete without weighing its validity by comparing it with other contemporary views of different authors on the subject matter. Bates, R., Hatcher, T., Holton, E. & Chalfonsky, N. (2001). Redefining human resource development: an integration of the learning, performance and spirituality or work perspectives Gilley, J., & Eggland, S. (1989). Principles of human resource development. Reading, MA: Addison-Wesley. Grieves, J., & Redman, T. (1999). Living in the shadow of OD: HRD and the search for identity. [Electronic version]. Human Resource Development International, 2 (2), pp. 81–102. Hargreaves, P., Jarvis, P. (1998). The Human Resource Development Handbook. London: Kogan Page Jacobs, R McGuire, D., Cseh, M. (2006). The development of the field of HRD: a Delphi study. [Electronic version]. Journal of European Industrial Training, 30 (8), pp.653 – 667 McGoldrick, J., Stewart, J McLagan, P. (1989). Models for HRD Practice. Alexandria, VA: American Society for Training and Development. Nadler, L. (1970). Developing Human Resources. Houston: Gulf. Nadler,L., and Wiggs, G. (1986). Managing human resource development: A practical guide. San Francisco: Jossey-Bass. Nadler, L., & Nadler, Z. (1989). Developing human resources. San Francisco: Jossey-Bass. Swanson, .R. A. ,Holton, .E.F. (2001). Foundations of Human Resource Development. Berrett-Koehler. Swanson, R. A. (1994). Analysis for Improving Performance: Tools for Diagnosing Organizations and Documenting Workplace Expertise, San Francisco: Berrett-Koehler. Swanson, R. A. (1987). Human resource development definition. St. Paul: University of Minnesota, Training and Development Research Centre. Swanson, R. A. (1995). Performance is the key. [Electronic version]. Human Resource Development Quarterly, 6(2), pp. 207-13. Smith, D. (1990). The Dictionary for Human Resource Development. Alexandria, VA: ASTD Press. Swanson, R. A. (2001). Human resource development and its underlying theory. [Electronic version]. Human Resource Development International, 4(3), pp. 299-312 Weinberger, L Nolan, C. (2002). Human resource development in the Irish hotel industry: the case of the small firm. [Electronic version]. Journal of European Industrial Training 26(2), pp.88 – 99. Sambrook, S. (2004). A “critical” time for HRD? [Electronic version].Journal of European Industrial Training, Vol. 28 (8), pp.611 – 624.