Presentation of Human Resource Development Model Based on the Transformational Approach (meta-synthesis study)
Subject Areas :
Hamid
Zare
1
(Tehran University)
Azadeh
Rasouli porshokouh
2
(Farabi Pardis)
Hasan
Zaree Matin
3
(Farabi Pardis)
Hamid Reza
Yazdani
4
(Farabi Pardis)
Abstract :
One of the important and main processes of human resource management is human resource development in the organization. Human resource development activities in organizations fall into three categories: transactional, traditional, and transformational. A transformational approach focuses on result-oriented and performance-based strategies and helps the organization achieve business goals and strategies. While in the transactional and traditional approach, the basic processes of staff training and learning are discussed.Given the importance of human resource development measures in a transformational approach. This study seeks to answer a key question, presenting a model of human resource development based on transformational approach and four important and interrelated questions about what, why and how to develop human resources based on transformational approach as well as the inputs needed for this approach. the systematic review method has been used in collecting literature and qualitative interpretation meta-synthesis in composition and interpretation. In this study, 31 main articles, books and dissertations were analyzed during the search, composition and interpretation process Which eventually led to the answer to three important research sub-questions. On the other hand, by referring to the relevant literature on this approach and after answering the questions, an attempt was made to present a model for human resources development based on a transformational approach.
10[1] Falola, H, osibanju, A. Effectiveness of training and development on performance and organization competitiveness in the Nigerian Banking industry. Economic Sciences. 7 (56).2014. Pp 161-170
. [2] حسنی صدر آبادی، ج. مدلهای توسعه منابع انسانی. فصلنامه مطالعات مدیریت و حسابداری. دوره 2. شماره 4. 1395. ص 232-228
[3] Garavan, t, Nolan, c. External and internal networks and access to HRD resources in small professional service firms. Human resource development international. 2019. Pp 477-503
[4]اعرابي، س م، فياضي، م. استراتژي منابع انساني، تهران: انستيتو ايزايران. 1387. 171 ص.
[5] تونکه نژآد، م، داوری، ع. توسعه منابع انساني با رويكرد جامعه شناختي سازمان. فصلنامه پژوهشهاي مديريت منابع انساني دانشگاه جامع امام حسين(ع). سال اول، شماره 3. 1388. ص 80-51.
[6] ناصحی فر، و، عسکری ماسوله، س. تبیین مدل توسعه منابع انسانی مبتنی بر الگوی اسلامی-ایرانی پیشرفت. Noomrage. شماره 51، 1396. ص 239-218
[7]اسدی، م، یزدانی، ح ر، مقدم زاده، ع، زارعی متین، ح. طراحی فرامدلی برای توسعه استراتژیک منابع انسانی بر اساس الگوی سیپ با مرور هدفمند مطالعه‌های پیشین. فصلنامه علمی‌پژوهشی مدیریت منابع انسانی در صنعت نفت. سال دهم. شماره 4. 1397.ص 36-3
[8] Garavan, t. A strategic perspective on human resource development. Advances in human resource development. 9 (1). 2007. Pp 11-30
[9]دهقانان، ح، یزدانی، ح. توسعه استراتژیک منابع انسانی در شرکت کشتیرانی جمهوری اسلامی ایران. فصلنامه پژوهشهای جدید در مدیریت و حسابداری. شماره 13. 1395.ص 172-145
[10] Gilley, J, Maycunich, A, Quarto, s. Comparing the roles, responsibilities and activities of transactional and transformatonal HRD professionals. Performance Improvement Quarterly. 15 (4). 2002. Pp 23-44
. [11] Mitsakis, f. Modify the redefined: strategic human resource maturity at a crossroad. Human resource development review. 2019. Pp 1-37
[12] Borgohain, s, Gopal banik, g, Transformational Intervention in Human Resource Development in North Eastern Electric Power Corporation Limited (NEEPCO)–ACaseStudy. IOSR Journal of Business and Management. 19 (10). 2017. Pp 1-8
. [13] زارع، ح، خنیفر، ح، یزدانی، ح، احمدی آزرم، ه. مدیریت منابع انسانی مبتنی بر شواهد، بررسی نظام مند و فراترکیب تفسیری-کیفی. پژوهشهای مدیریت منابع انسانی. دوره 9. شماره 1. 1398. ص 140-115
[14] Gubbins, c, Garavan, t, Hogan, c. Enhancing the role of HRD function. the case of a health services organization. Irish journal of management. 27 (1). 2005. Pp 171-206
[15] Belasen, a, Miller frank, n. The perceptions of human resource managers of the shifting importance of managerial roles in downsizing organizations. International journal of Human Resources Development and Management. 4 (2). 2004. Pp 144-163
[16] Gilley, j, gilley, a. Strategic HRD Adopting a Philosophy, Strategies, Partnerships, and Transformational Roles. Handbook of Human Resource Development by Neal E. Chalofsky, Tonette S. Rocco, Michael Lane Morris. 2014. Pp 492-508
[17] Rothwell, W. Beyond training and development: State-of-the-art strategies for enhancing human performance. New York: AMACOM. 1 edition. 1996. 366 pages
. [18] John, s. Creating a global world-class Investment Bank through transformational human resource development. Handbook of HR rescue. 2009. Pp 149-179
[19] Chalofsky. N, Rocoo, t, Morris, m. Handbook of human resource management. 1 edition. 2014. 816 pages. [20] Mc guire, d. Human resource development. Second edition. 2014. 352 pages.
[21] Harris, p.The new work culture: HRD transformational management strategies. 1st Paperback Edition. 1998. 656 pages.
[22] Grenier, r. Moments of Discomfort and Conflict: Holocaust Museums as Agents of Change. Advances in Developing Human Resources 12(5). 2010. Pp 573 –586.
[23] Haq, s. Spiritual development and meaningful work: a Habermasian critique. Human Resource Development International. 23 (2). 2019. Pp 125-145
. [24] Lepak, d, bartole, k, erhardt, n. A contingency framework for the delivery of HR practices. Human resource management review. 15 (6). 2005. Pp 139-159
. [25] Kuchinke, kp. Birds of a Feather? The Critique of the North American Business School and its Implications for Educating HRD Practitioners. Human Resource Development Review.6 (2). 2007. Pp 111–126
. [26] Kim, s, warren, s, Worlow, c. Taipei, Taiwan: A Transformational Learning Event: Reflecting on the 4th Asian Conference of Academy of Human Resource Development. Human Resource Development International. 9 (3). 2006. Pp 429–436
. [27] Rahmdhoni, a. A conceptual expansion of critical human resource development: insights into practice in a healthcare organization. Edinburgh Napier University (United Kingdom), ProQuest Dissertations Publishing. 2011
. [28] Gilley, g, Strategically integrated HRD: six transformational roles in creating results- driven programs. Career planning an Adult development journal. 22 (4). 2003
. [29] Gilley, J., & Maycunich, A. Strategically integrated HRD: Partnering to maximize organizational performance. Cambridge, MA: Perseus. 1998. 352 pages
. [30] Burke, w, church, a, Managing change, leadership, style, and intolerance to ambiguity: a survey of organization development practitioner. Human resource management. 31 (4). 1993. Pp 301-318
. [31] MacKenzie, c, Garavan, t, Carbery, r, The Global Financial and Economic Crisis: Did HRD Play a Role? Advances in Developing Human Resource. 16(1). 2014. Pp 34 –53
[32] Beer, m. The transformation of human resource function: resolving the tension between a traditional administrative and a new strategic role. Human resource management. 36 (1). 1997. Pp 49-56
[33] Jain, p. Strategic human resource development in public libraries in Botswana. Library Management. 26 (6/7). 2004. pp. 336-350
[34] Mothersel, w, moore, m, ford, Farrell, j. Revitalizing Human Resources Management in State Government: Moving From Transactional to Transformational HR Professionals in the State of Michigan. Public Personnel Management 37)1(. 2008. Pp 77-97
. [35] Alagaraja, m, The strategic value and transaction effectiveness of HRD A qualitative study of internal customer perspectives. European Journal of Training and Development 37 (5), 2013, pp 436-453
. [36] Tkaczyk, b. A balanced approach to professional HRD consulting: Lessons from the field. Global Business and Organizational Excellence. 36(4). 2017. Pp 6–16
. [37] Tosey, p, Marshal, j. The demise of inquiry-based HRD programs in the UK: implications for the field. Human Resource Development International. 20 (5). 2017.Pp 393-402
[38] Metcalfe, b. A feminist poststructuralist analysis of HRD: why bodies, power and reflexivity matter. Human resource development international. 11 (5). 2008. Pp 447–463
. [39] Thorsel, J. A framework for determination of strategies for general manager transformational development. United States International University, ProQuest Dissertations Publishing. 1990. 384 pages
. [40] Gilley, J & Eggland, S & Maycunich, A. Principles of human resource development. Second edition. Cambridge, MA: Perseus Publishing. 2002. 496 pages
. [41] نیک نشان، ش، نوروزی، ع، نصراصفهانی، ا .ر. تحلیلی بر رویکردهای روایی در پژوهش کیفی. فصلنامه علمی پژوهشی روش‌شناسی در علوم انسانی، دوره 16. شماره 62. 1389.ص 160-141