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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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 |
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topic |
HD28 Management. Industrial Management |
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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 |
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1777409146009681920 |