Relevant bibliographies by topics / Human resource development (HRD)

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Human resource development (HRD)'

Author: Grafiati
Published: 4 June 2021
Last updated: 26 July 2025

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Journal articles on the topic "Human resource development (HRD)"

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Ensour, Waed. "Human resource development in Arab writing." Problems and Perspectives in Management 16, no. 4 (2018): 408–16. http://dx.doi.org/10.21511/ppm.16(4).2018.34.

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This study is a systematic review of the existing Arab literature on human resource development (HRD). A review of Arab HRD’s theoretical and empirical articles during the period 1964–2016 in peer-reviewed journals was conducted. Content analysis was utilized to examine how HRD is conceptualized, what purposes are attached to HRD and what activities HRD encompasses in Arab literature.It was found that the basic construct of HRD is employee development, targeted toward “individuals” and encompassing training, education and learning. Arab HRD has a strong performance orientation, and tends to em
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N., Shobha. "HUMAN RESOURCES DEVELOPMENT (HRD)." Shanlax International Journal of Arts, Science and Humanities 6, S2 (2019): 51–58. https://doi.org/10.5281/zenodo.2566314.

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<em>Understanding and improvement of organizational development is very much essential in achieving strategic human resourcing outcome. From attraction and retention, to development and utilisation of human capital, Human Resource Development (HRD) is the centre of strategic focus in HRM. </em> <strong><em>Objectives:</em></strong><em> Motivation of an organisation focuses on individual learning needs and aligns them with the learning of organisations consistently. Learning and development is specified according to individual need, for instance, Total Quality Management (TQM) schemes is way of
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Sheehan, Maura, Thomas N. Garavan, and Ronan Carbery. "Innovation and human resource development (HRD)." European Journal of Training and Development 38, no. 1/2 (2014): 2–14. http://dx.doi.org/10.1108/ejtd-11-2013-0128.

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Richman, Nicole. "Human Resource Management and Human Resource Development: Evolution and Contributions." Creighton Journal of Interdisciplinary Leadership 1, no. 2 (2015): 120. http://dx.doi.org/10.17062/cjil.v1i2.19.

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&lt;p&gt;Research agrees that a high performance organization (HPO) cannot exist without an elevated value placed on human resource management (HRM) and human resource development (HRD). However, a complementary pairing of HRM and HRD has not always existed. The evolution of HRD from its roots in human knowledge transference to HRM and present day HRD activities reveals that environmental, social, and political influences have escalated the need for organizations to focus employee development in the areas of flexibility, innovation, and capability. The following review illustrates the importan
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Tirumala, Rao Guruvu. "Human Resource Development A Conceptual Exposition." International Journal of Trend in Scientific Research and Development 1, no. 6 (2017): 589–90. https://doi.org/10.31142/ijtsrd4614.

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Development of persons to their maximum potential and the conservation of talent is the Human Resource Development HRD concept. HRD has been defined as &quot;the process of increasing the knowledge, skills and the people in society&quot;. But today, there is a little awareness of the fact that HRD is a contributing factor for the economic growth of the country. Without qualitative improvement of human resource the possibilities of an improvement in the standard of living of the masses are remote. An organization is known not by concrete and bricks but by the type of its human resource. It is c
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Mujtaba, Muhammad, Sadaf Jamal, and Yaseen Shaikh. "Development without Human Resource Development (HRD): Analysis of HRD Policy of Pakistan." Asian Themes in Social Sciences Research 2, no. 1 (2018): 9–15. http://dx.doi.org/10.33094/journal.139.2018.21.9.15.

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Raj Adhikari, Dev. "Human resource development (HRD) for performance management." International Journal of Productivity and Performance Management 59, no. 4 (2010): 306–24. http://dx.doi.org/10.1108/17410401011038883.

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Otoo, Frank Nana Kweku. "Human resource development and employee turnover intentions." International Journal of Business Ecosystem & Strategy (2687-2293) 4, no. 4 (2022): 01–12. http://dx.doi.org/10.36096/ijbes.v4i4.360.

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Highly engaged employees ensure organizational competitiveness and success. The study examined whether employee engagement mediates the relationship between human resource development and employee turnover intentions. A field study was conducted among six indigenously owned healthcare institutions and 14 internationally owned healthcare institutions. The data supported the hypothesized relationships. The results indicate a significant association between HRD and the levels of behavioral engagement. HRD and the levels of emotional engagement had an insignificant relationship. HRD and the levels
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Dr., Qurrat A. Hamdani. "Human Resource Development Climate in Health Care sector in Jammu & Kashmir." RESEARCH REVIEW International Journal of Multidisciplinary 03, no. 08 (2018): 64–71. https://doi.org/10.5281/zenodo.1341298.

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We are living in a world of dynamic competition. Organizations ever from their inception have been faced by changing external and internal environment. In such situations they continuously need to keep themselves updated. The analysis under the light of literature reveals that HRD is considered as an important component in every organization whether large or small. The organizations lagging or lacking HRD realize the importance of imbibing HRD in their organizations. Most of the organizations irrespective of their size, nature or business they deal in, practice HRD climate. Two hospitals SMHS
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Otoo, Frank Nana Kweku. "Human resource development (HRD) practices and banking industry effectiveness." European Journal of Training and Development 43, no. 3/4 (2019): 250–71. http://dx.doi.org/10.1108/ejtd-07-2018-0068.

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Purpose The purpose of this paper is to examine the mediating role of employee competencies in the relationship between human resource development (HRD) practices and organizational effectiveness. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 550 employees of the selected banks. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis. Fi
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Dissertations / Theses on the topic "Human resource development (HRD)"

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Nackoney, Claire K. "Living on Both Sides of the Fence: A Phenomenological Study of Human Resource Development Professionals as Downsizing Survivors and Strategic Human Resource Development Facilitators." FIU Digital Commons, 2012. http://digitalcommons.fiu.edu/etd/753.

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This phenomenological study explored how HR professionals who identified themselves as facilitators of strategic HRD (SHRD) perceived the experience of being an organizational agent-downsizing survivor. Criterion and snowball sampling were used to recruit 15 participants for this study. A semi-structured interview guide was used to interview participants. Creswell’s (2007) simplified version of Moustakas’s (1994) Modification of the Stevick-Colaizzi-Keen Method of Analysis of Phenomenological Data was used to analyze the data. Four main themes and corresponding sub-themes emerged from an induc
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Hill, Rosemary. "Human resource development in small and medium-sized enterprises : barriers to National HRD." Thesis, Nottingham Trent University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341265.

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Wäring, Emily, and Jennifer Nieminen. "Vem påverkar vad jag ska kompetensutveckla? : En kvalitativ studie om chefers upplevelser kring den egna kompetensutvecklingen." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39444.

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Kompetensutveckling är en viktig del i dagens föränderliga samhälle. Syftet med studien var att undersöka chefers upplevelser kring vem och vad som styr samt driver den egna kompetensutvecklingen. Studien genomfördes med en kvalitativ metod där chefer från en kommunal organisation och en privat organisation har intervjuats och ett jämförande perspektiv mellan organisationerna har tagits i beaktande. Ett hermeneutiskt tillvägagångssätt har använts och teman identifierades utifrån chefernas upplevelser. Resultatet påvisade att den egna påverkan var den största påverkansfaktorn på chefers kompete
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Mbiko, Nkosiyakhetha Headman. "Developmental needs of HRD practitioners in the South African Public Service." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/25721.

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The purpose of the study was to determine the developmental needs of HRD practitioners in selected departments of the South African Public Service. Developmental needs as an independent variable and the role of HRD practitioners – marketing HRD interventions, conducting training needs analyses, designing and developing HRD interventions, implementing HRD interventions, and monitoring, evaluating and giving feedback on HRD interventions - were investigated. A sample of seventy (70) HRD practitioners working in seven public service departments was drawn. The developmental needs to market HRD int
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Alo, Obinna Azubuike. "A comparative evaluation of human resource development (HRD) processes and practices in UK and Nigerian retail supermarkets." Thesis, University of Sunderland, 2017. http://sure.sunderland.ac.uk/8553/.

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This research explores the link between human resource development (HRD) interventions and leadership competencies in retail supermarkets in Nigeria and the UK, in order to understand better how Nigerian supermarkets can improve their leadership competencies by adopting the appropriate HRD interventions learnt from their UK counterparts. The retail supermarket literature in Africa recognises the inability of indigenous retail supermarkets in the continent to outcompete some foreign entrants in their own local market. The thesis, therefore, starts by reviewing the challenges facing these indige
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Rogers, Christian Bryan. "BEST PRACTICES OF WEB-BASED HUMAN RESOURCE COMPONENTS IN NOT-FOR-PROFIT ORGANIZATIONS." Bowling Green State University / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1143475399.

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Rosser, Manda Hays. "Chief executive officers: their mentoring relationships." Texas A&M University, 2004. http://hdl.handle.net/1969.1/1474.

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The majority of mentoring research has explored mentoring from the vantage point of protégé perceptions, reactions, experiences, and development (Wanberg et al. 2003; Kram, 1988). Participants in mentoring studies have commonly been employees, college students, or mid-level managers. Little is known regarding the impact of mentoring roles in relation to top executives who are, over the span of their careers, likely to participate in developmental relationships as both mentor and protégé. In fact, accessing people who are active CEOs has been extremely problematic for a majority of interested r
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Stephen, M. R. "Investigating the role of Human Resource Development (HRD) policy formulation, implementation and regulation of academic staff in two case study Nigerian polytechnic institutions." Thesis, University of Salford, 2016. http://usir.salford.ac.uk/39249/.

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The context of dramatic change in the Nigerian Polytechnic education sub-sector has made issues that relate to the effectiveness of academic staff development policies and the programs they support critical. Yet the nature and practice of academic staff development within this sub-sector has continually been a subject of concern with claims that resources are inadequate, activities are marginal, and goals are not met. In the light of such considerations, this research investigates the role of Human Resource Development (HRD) policy formulation, implementation and regulation of academic staff i
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Ostrowski, Romuald, and n/a. "Outsourcing the human resource development function in the Australian Public Service." University of Canberra. Professional & Community Education, 1999. http://erl.canberra.edu.au./public/adt-AUC20060823.170859.

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The Howard Government has made public its agenda to significantly reform the Australian Public Service (APS). It has presented its vision for a highly efficient APS which is globally competitive by being customer focused, and by benchmarking best practice in organisation management. Outsourcing of a range of internal functions is but one of the strategies Commonwealth agency Chief Executive Officers are applying or considering to apply in achieving the Government's vision for a reformed APS. When examining functions to be outsourced within Commonwealth agencies it seems that many senior manage
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Danquah, Joseph K. "Human Resource Development: An assessment of capacity development initiatives of World Bank projects in Ghana." Thesis, University of Bradford, 2017. http://hdl.handle.net/10454/15923.

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The significance of capacity development programmes, as key driver for sustaining development goals, is anchored in all international fora. This research complements and extends our present understanding of the contribution of capacity development approaches to development and achievement of the SDGs. This is achieved by critically assessing the impact of capacity development initiatives sponsored by the World Bank. This thesis has focused on analysis of implementation strategies and critical assessment of the impact of the projects using multidisciplinary approach, utilising a range of quanti
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Books on the topic "Human resource development (HRD)"

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SAARC Human Resource Development Centre. and SAARC Human Resource Development Centre. Directory of Human Resource Development (HRD) institutions in SAARC region. SAARC Human Resource Development Centre, 2009.

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SAARC Human Resource Development Centre. Directory of HRD expets in the SAARC region. SAARC Human Resource Development Centre, 2012.

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SAARC Human Resource Development Centre. Directory of HRD expets in the SAARC region. SAARC Human Resource Development Centre, 2007.

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Chalofsky, Neal. Effective human resource development: How to build a strong and responsive HRD function. Jossey-Bass Publishers, 1988.

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Development, Massachusetts Bureau of Human Resource. Action plan for HRD. The Bureau, 1985.

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Singh, Bhawdeep, Kumar Prem, Guru Kashi Institute of Management., and National Seminar on Human Resource Development (1993 : Guru Kashi Institute of Management), eds. Current trends in human resource development (HRD): Challenges and strategies in a changing scenario. Deep & Deep Publications, 1995.

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National, District Development Conference (19th 1998 Gaborone Botswana). Nineteenth National District Development Conference: "human resource development (HRD) : key to growth, development, and globalisation of the economy" : Boipuso Conference Centre, Gaborone, 23rd-27th November 1998. The Department, 1999.

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Kim, Ch'ŏr-hŭi. Kukche kabal hyŏmnyŏk illyŏk yangsŏng ch'egye kuch'uk pangan: Establishment of human resources development (HRD) system in international development and cooperation. Taeoe Kyŏngje Chŏngch'aek Yŏn'guwŏn, 2011.

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T, Venkateswara Rao, ed. HRD in the new economic environment: Papers presented at the National HRD Network Conference on the 'Changing Role of Human Resource Development in New Economic Environment', January 20-22, 1994, Bombay. Tata McGraw-Hill Pub. Co., 1994.

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Yee, Jordan G. Human resources development (HRD) for the travel, tourism, and hospitality industry in the Pacific Asia region: A preliminary overview. Intelligence Centre, Pacific Asia Travel Association, 1992.

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Book chapters on the topic "Human resource development (HRD)"

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Gibb, Stephen. "Strategic HRD." In Human Resource Development. Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-0-230-34464-8_13.

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Gibb, Stephen. "National HRD." In Human Resource Development. Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-0-230-34464-8_14.

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Gibb, Stephen. "Comparative HRD." In Human Resource Development. Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-0-230-34464-8_15.

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Gibb, Stephen. "Critical HRD." In Human Resource Development. Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-0-230-34464-8_16.

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Gibb, Stephen. "HRD Providers." In Human Resource Development. Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-0-230-34464-8_17.

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McCracken, Martin, and Thomas N. Garavan. "Strategic HRD." In Human Resource Development. Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-36010-6_2.

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Bierema, Laura L., Jamie L. Callahan, Carole J. Elliott, Tomika W. Greer, and Joshua C. Collins. "Accountability in HRD." In Human Resource Development. Routledge, 2023. http://dx.doi.org/10.4324/9780429280009-16.

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Bierema, Laura L., Jamie L. Callahan, Carole J. Elliott, Tomika W. Greer, and Joshua C. Collins. "Evaluation in HRD." In Human Resource Development. Routledge, 2023. http://dx.doi.org/10.4324/9780429280009-19.

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Bierema, Laura L., Jamie L. Callahan, Carole J. Elliott, Tomika W. Greer, and Joshua C. Collins. "Metanarratives of HRD." In Human Resource Development. Routledge, 2023. http://dx.doi.org/10.4324/9780429280009-3.

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Carbery, Ronan. "Introduction to HRD." In Human Resource Development. Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-36010-6_1.

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Conference papers on the topic "Human resource development (HRD)"

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Gričnik, Ana Marija, Matjaž Mulej, and Simona Šarotar Žižek. "Sustainable Human Resource Management." In 7th FEB International Scientific Conference. University of Maribor, University Press, 2023. http://dx.doi.org/10.18690/um.epf.3.2023.35.

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Sustainable HRM (SHRM) is a new approach to people management, focusing on long-term HRM, regeneration, and renewal. It helps firms attract and retain high-quality employees: by integrating SHRM practices into their employee value proposition, firms establish unique, attractive employer brands. Socially Responsible HRM, Green HRM, Triple Bottom Line HRM, and Common Good HRM are types of SHRM. Especially these characteristics of SHRM matter: Long-term orientation, care for employees, environment, profitability, employee participation and social dialogue, employee development, external partnersh
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Hameed, R., A. Fedorova, and O. Koropets. "The Impact of Artificial Intelligence in Human Resource Development." In International scientific and practical conference “Smart cities and sustainable development of regions” (SMARTGREENS 2024). Crossref, 2025. https://doi.org/10.63550/iceip.2025.1.1.104.

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The integration of Artificial Intelligence (AI) in Human Resource Management (HRM) has garnered significant attention due to its potential to revolutionize decision-making, streamline operations, enhance employee engagement, and improve overall organizational efficiency. This study aims to explore the benefits of incorporating AI technologies into HRM processes and to provide insights into the impact of intelligent automation on workplace outcomes. A systematic review methodology was employed, drawing data from prominent databases such as Web of Science, Elsevier, and Google Scholar. Initially
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Khosroeva, Natalya, Larisa Mamsurova, Aida Begieva, and Zemfira Pashaeva. "Ecology, health, and human dynamics as dominants of innovative development." In Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.yesa9674.

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The article is devoted to the problems of human resource management in the modern environment in the context of sustainable development of the region. The authors of the study suggest the need for a socio-economic policy in the North Ossetia-Alania and the Russian Federation, which will help to reduce the adverse effects of various environmental factors on human resources, demographics and health of the region. In conducting the study, the authors found that anthropogenic impacts lead to environmental problems of various kinds. The consequence of this is an increase in morbidity and natural lo
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Valčo, Michal. "ETHICAL IMPLICATIONS OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE MANAGEMENT FOR SUSTAINABLE DEVELOPMENT." In International Conference on Political Theory: The International Conference on Human Resources for Sustainable Development. Bach Khoa Publishing House, 2023. http://dx.doi.org/10.51316/icpt.hust.2023.34.

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"The research purpose is to explore the ethical implications of AI integration in HRM practices and its potential contribution to sustainable development. Research motivation: The rapid advancement of AI has brought forth numerous opportunities and challenges in HRM, including privacy concerns, bias, and discrimination. However, AI also has the potential to foster a culture of ethics and sustainability in organizations, and to address non-traditional security challenges and promote economic self-reliance. Research design, approach, and method: This paper will conduct a literature review of the
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Budiningsih, Iffah, Tjiptogoro Dinarjo Soehari, and Fufung Alfulailah. "Strengthening Innovation and Information Technology Capabilities in Vocational Schools as Human Resources Development (HRD) Enter Point for Increasing SMEs Performance." In 5th International Conference on Current Issues in Education (ICCIE 2021). Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220129.061.

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Karaman, Ömer Faruk. "Human Resource Management Problems in Turkish Business in Bishkek." In International Conference on Eurasian Economies. Eurasian Economists Association, 2015. http://dx.doi.org/10.36880/c06.01423.

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Human Resource Management of the basic concepts of this study, applications, functions, International Human Resources Development of management, the impact of globalization, showing the current location and activities in Kyrgyzstan aimed to determine international firms HRM issues. These problems have been introduced as a result of business manager one to one meeting with. Selected businesses are based in Turkey. The reason are Turkish companies seeking to operate in Kyrgyzstan. Especially in recent years, bilateral relations between Kyrgyzstan and Turkey are developing. Proliferation of Turki
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Nguyen Thi Phuong, Dung, and Sofia Sironi. "THE ROLE OF TRAINING HIGH-TECH MAJORS IN UNIVERSITIES FOR BUILDING A DEVELOPED INDUSTRY - LESSONS FROM ITALY AND EUROPE." In International Conference on Political Theory: The International Conference on Human Resources for Sustainable Development. Bach Khoa Publishing House, 2023. http://dx.doi.org/10.51316/icpt.hust.2023.77.

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Standing on the threshold of the 4.0 industrial revolution, many European countries have had strategies to cope with and adapt to the development process of science and technology, with special emphasis on human development. high technology force. This study points out the role of high-tech human resource training in higher education institutions in building a developed industry. In addition, the article also offers some experiences from Italy and Europe in training human resources for the high-tech industry: applying the Triple Hilex model, enhancing eSkill development for students, and devel
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Rudder, Sarah. "Optimizing Resource Allocation and Traceability in Human-Centered Design (HCD)." In 13th International Conference on Human Interaction & Emerging Technologies: Artificial Intelligence & Future Applications. AHFE International, 2025. https://doi.org/10.54941/ahfe1005903.

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This study builds on previous work conducted by the researcher using a model-based framework to implement systems engineering (SE) practices and processes into a digital environment. Findings of a human-centric design (HCD) approach to system development include the optimization of resource allocation. By focusing on individual capabilities, transparency is built and employees are positioned for success. Upon incorporating these aspects, the results are anticipated to be increased traceability throughout the operational lifecycle to improve overall project management (PM). This paper builds on
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C. A, Annie, and Sethuraman T. R. "Factors Affecting Human Resource Management of Major Construction Firms in Trivandrum." In The International Conference on scientific innovations in Science, Technology, and Management. International Journal of Advanced Trends in Engineering and Management, 2023. http://dx.doi.org/10.59544/gayw5759/ngcesi23p78.

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The construction industry is one of the largest and most important industries worldwide, employing millions of people and contributing significantly to the economy. However, managing human resources in major construction firms can be challenging due to a variety of factors. This research aims to identify and analyze the factors affecting human resource management in major construction firms. The study will use a mixed-methods approach, including a survey of human resource managers in major construction firms and interviews with key stakeholders, including executives, supervisors, and employees
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Phan Yen, Trang. "SOLUTIONS FOR HUMAN RESOURCE DEVELOPMENT IN THE CONTEXT OF THE FOURTH INDUSTRIAL REVOLUTION." In International Conference on Political Theory: The International Conference on Human Resources for Sustainable Development. Bach Khoa Publishing House, 2023. http://dx.doi.org/10.51316/icpt.hust.2023.71.

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Human resource (HR) is considered a crucial factor determining the socio-economic development of each country. In the context of the Fourth Industrial Revolution (IR 4.0), which has had a strong impact on all aspects of social life, the development of high-quality HR is increasingly valued. However, the HR in Vietnam have not yet met the requirements of the era. This article uses methods of synthesis, statistics, data processing,etc. To focus on analyzing the current situation and solutions for the development of HR in the context of IR 4.0.
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Reports on the topic "Human resource development (HRD)"

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Rivera, John Paolo, Cynthia Cudia, and Tereso Jr Tullao. Assessing the Readiness of Filipino MRA-supported Professions To Participate in the Mobility of Skilled Labor in the ASEAN Region: Lessons for APEC Economies. Philippine Institute for Development Studies, 2019. https://doi.org/10.62986/dp2019.12.

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As a single market and production base, the ASEAN Economic Community (AEC) enabled ASEAN Member States (AMS) to take advantage of the free flow of goods, services, funds, and labor. The free movement of labor, particularly skilled, to economies with lucrative opportunities allows them to realize higher returns on their investments in human capital. Such movement is facilitated by mutual recognition arrangements (MRAs) where AMS agreed on recognition mechanisms (i.e., equivalence of registration, licensing requirements, and reciprocity requirements) that facilitated mobility of skilled professi
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Terzyan, Aram. The State of Minority Rights in Uzbekistan: A Comparative Analysis of Tajiks, Russians, and Koreans. Eurasia Institutes, 2023. http://dx.doi.org/10.47669/erd-1-2023.

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This paper examines the state of minority rights in Uzbekistan, focusing on three significant ethnic groups: Tajiks, Russians, and Koreans. It explores the historical context of these minorities, the cultural and linguistic challenges they face, socioeconomic issues, and their political representation. Under the authoritarian rule of Islam Karimov, Uzbekistan emphasized a unified Uzbek identity, often marginalizing minority cultures and languages. Despite President Shavkat Mirziyoyev’s reforms aimed at improving human rights, including the establishment of a Human Rights Ombudsman and the Deve
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Alonso, Pablo, and Agustina Schijman. IDB-9: Human Resources Processes. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0010522.

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This evaluation assesses the implementation of Inter-American Development Bank (IDB, or Bank) commitments related to the human resources (HR) policies set out in the 2007 realignment and IDB-9. Under these commitments, the Bank is required to continue improving its organizational efficiency and capacity, building on the organizational model set forth in the 2007 realignment. This report is a preliminary review of the topic; next year's evaluation of the realignment by the Office of Evaluation and Oversight will explore issues of efficiency and efficacy in greater depth. The evaluation finds th
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Ryu, Kirak, and Hanna Moon. Skills for Work: Knowledge Sharing Forum on Development Experiences: Comparative Experiences of Korea and Latin America and the Caribbean. Inter-American Development Bank, 2015. http://dx.doi.org/10.18235/0007000.

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This study investigates Korea's success in the area of skills development and what role the Korean government played during the stages of Korean economic development since the 1960s. Major achievements connected with the Korean skills development system over the last few decades are described and evaluated. However, it is worth noting that the Korean system has confronted challenges, arising from rapid changes in the economic and social environment that have put the sustainability of its current skills development system into question. In this regard, this study also analyzes the direction the
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Williams, Penny, Tyge Kummer, Mazlan Maskor, and Catherine Kennon. The State of AI in Australian Human Resources. Australian Human Resource Institute, 2024. https://doi.org/10.5204/rep.eprints.254106.

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Alongside work of all forms, the human resources profession is undergoing a transformation fuelled by rapid developments in artificial intelligence (AI) and the automation of HR and Management processes. This report presents findings from research undertaken as a collaboration between Queensland University of Technology (QUT) and the Australian Human Resources Institute (AHRI), to understand how these transformations are shaping the experiences of HR professionals in Australia, including their concerns and perspectives on the use of Generative AI in the workplace.
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Harper, Zachary. Human Resource Management and Internship Development in Small Apparel Businesses. Iowa State University, 2023. http://dx.doi.org/10.31274/cc-20240624-849.

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Peyravi, Bahman. Innovations in Human Resource Management. An Overview from the Guest Editor. Vilnius Business College, 2024. https://doi.org/10.57005/ab.2024.4.1.

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The International Conference of Business and Entrepreneurship seeks to create a vibrant forum for academics, business leaders, and aspiring entrepreneurs to come together, share ideas, and investigate creative strategies tackling the contemporary issues and best practices in the domains of business and entrepreneurship. By means of cooperative dialogue and knowledge exchange, the conference aims at business solutions towards current entrepreneurial activities, business challenges and drive global sustainable development.
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Johnson, Nancy L. Natural resource tenure and governance for human nutrition and health: Linkages and priorities for agricultural research and development. International Food Policy Research Institute, 2021. http://dx.doi.org/10.2499/p15738coll2.134786.

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Pepper, Susan E., and Katherine M. Bachner. International Conference on Human Resource Development for Nuclear Power Programmes: Strategies for Education and Training, Networking and Knowledge Management. Office of Scientific and Technical Information (OSTI), 2014. http://dx.doi.org/10.2172/1148882.

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Veung, Naron, and Seyhah Ven. Exploring Insights into Vocational Skills Development and Industrial Transformation in Cambodia. Cambodia Development Resource Institute, 2021. https://doi.org/10.64202/wp.131.202110.

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Industrial development is central to Cambodia’s economic development as it plans to upgrade the country’s status to an upper-middle-income country by 2030 and to a high-income country by 2050. Equipping the workforce with the skills and competencies that match industrial needs requires a great deal of continuous efforts and resources. In this regard, this paper aims to look into the linkage between skills and transformation based on employers’ perspectives. It explores insights into how companies perceive and use the skills and qualifications of their employees to overcome changes in technolog
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