Human resource development practices as determinant of HRD climate and quality orientation

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...

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Main Authors:	Hassan, Arif, Hashim, Junaidah, Ismail, Ahmad Zaki
Format:	Article
Language:	English
Published:	Emerald Group Publishing Limited 2006
Subjects:	HD28 Management. Industrial Management
Online Access:	http://irep.iium.edu.my/25117/ http://irep.iium.edu.my/25117/ http://irep.iium.edu.my/25117/ http://irep.iium.edu.my/25117/1/JIET_paper.pdf

id	iium-25117
recordtype	eprints
spelling	iium-251172012-09-18T01:24:47Z http://irep.iium.edu.my/25117/ Human resource development practices as determinant of HRD climate and quality orientation Hassan, Arif Hashim, Junaidah Ismail, Ahmad Zaki HD28 Management. Industrial Management 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. Emerald Group Publishing Limited 2006 Article PeerReviewed application/pdf en http://irep.iium.edu.my/25117/1/JIET_paper.pdf Hassan, Arif and Hashim, Junaidah and Ismail, Ahmad Zaki (2006) Human resource development practices as determinant of HRD climate and quality orientation. Journal of European Industrial Training, 30 (1). pp. 4-18. ISSN 0309-0590 http://www.emeraldinsight.com/journals.htm?articleid=1537560 10.1108/03090590610643842
repository_type	Digital Repository
institution_category	Local University
institution	International Islamic University Malaysia
building	IIUM Repository
collection	Online Access
language	English
topic	HD28 Management. Industrial Management
spellingShingle	HD28 Management. Industrial Management Hassan, Arif Hashim, Junaidah Ismail, Ahmad Zaki Human resource development practices as determinant of HRD climate and quality orientation
description	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.
format	Article
author	Hassan, Arif Hashim, Junaidah Ismail, Ahmad Zaki
author_facet	Hassan, Arif Hashim, Junaidah Ismail, Ahmad Zaki
author_sort	Hassan, Arif
title	Human resource development practices as determinant of HRD climate and quality orientation
title_short	Human resource development practices as determinant of HRD climate and quality orientation
title_full	Human resource development practices as determinant of HRD climate and quality orientation
title_fullStr	Human resource development practices as determinant of HRD climate and quality orientation
title_full_unstemmed	Human resource development practices as determinant of HRD climate and quality orientation
title_sort	human resource development practices as determinant of hrd climate and quality orientation
publisher	Emerald Group Publishing Limited
publishDate	2006
url	http://irep.iium.edu.my/25117/ http://irep.iium.edu.my/25117/ http://irep.iium.edu.my/25117/ http://irep.iium.edu.my/25117/1/JIET_paper.pdf
first_indexed	2023-09-18T20:37:32Z
last_indexed	2023-09-18T20:37:32Z
_version_	1777409146009681920

Human resource development practices as determinant of HRD climate and quality orientation

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