Human resource development and organizational values

Purpose – Organizations create mission statements and emphasize core values. Inculcating those values depends on the way employees are treated and nurtured. Therefore, there seems to be a strong relationship between human resource development (HRD) practices and organizational values. The paper aims...

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Main Author:	Hassan, Arif
Format:	Article
Language:	English
Published:	Emerald Group Publishing Limited 2007
Subjects:	HF5549 Personnel management
Online Access:	http://irep.iium.edu.my/25124/ http://irep.iium.edu.my/25124/ http://irep.iium.edu.my/25124/ http://irep.iium.edu.my/25124/1/JEIT_Paper_Vol_31_%286%29_2007.pdf

id	iium-25124
recordtype	eprints
spelling	iium-251242012-09-18T01:18:10Z http://irep.iium.edu.my/25124/ Human resource development and organizational values Hassan, Arif HF5549 Personnel management Purpose – Organizations create mission statements and emphasize core values. Inculcating those values depends on the way employees are treated and nurtured. Therefore, there seems to be a strong relationship between human resource development (HRD) practices and organizational values. The paper aims to empirically examine this relationship. Design/methodology/approach – The study measured employees’ rather than management perspective. A sample of 239 employees from eight organizations responded to a questionnaire which measured the effectiveness of employee development practices and cherished organizational values. Findings – HRD practices like potential appraisal and promotion, learning/training, performance guidance and development were positively related to organizational values of collaboration, creativity,quality, delegation, and humane treatment. However, performance appraisal system, career planning, and contextual analysis variables were negatively associated with values such as trust and creativity. Research limitations/implications – The study was exploratory in nature. Further studies are needed on a larger sample to examine why some HRD practices like performance appraisal, career planning and contextual analysis contributed negatively to organizational values such as trust and creativity. Practical implications – The result of the study can be useful in designing effective employee development programs that promote cherished organizational values. Originality/value – Little empirical knowledge exists on HRD and organizational values linkages in the context of transitional economies like Malaysia. The paper makes a modest attempt to fill the gap. Emerald Group Publishing Limited 2007 Article PeerReviewed application/pdf en http://irep.iium.edu.my/25124/1/JEIT_Paper_Vol_31_%286%29_2007.pdf Hassan, Arif (2007) Human resource development and organizational values. Journal of European Industrial Training, 31 (6). pp. 435-448. ISSN 0309-0590 http://www.emeraldinsight.com/journals.htm?articleid=1620969 10.1108/03090590710772631
repository_type	Digital Repository
institution_category	Local University
institution	International Islamic University Malaysia
building	IIUM Repository
collection	Online Access
language	English
topic	HF5549 Personnel management
spellingShingle	HF5549 Personnel management Hassan, Arif Human resource development and organizational values
description	Purpose – Organizations create mission statements and emphasize core values. Inculcating those values depends on the way employees are treated and nurtured. Therefore, there seems to be a strong relationship between human resource development (HRD) practices and organizational values. The paper aims to empirically examine this relationship. Design/methodology/approach – The study measured employees’ rather than management perspective. A sample of 239 employees from eight organizations responded to a questionnaire which measured the effectiveness of employee development practices and cherished organizational values. Findings – HRD practices like potential appraisal and promotion, learning/training, performance guidance and development were positively related to organizational values of collaboration, creativity,quality, delegation, and humane treatment. However, performance appraisal system, career planning, and contextual analysis variables were negatively associated with values such as trust and creativity. Research limitations/implications – The study was exploratory in nature. Further studies are needed on a larger sample to examine why some HRD practices like performance appraisal, career planning and contextual analysis contributed negatively to organizational values such as trust and creativity. Practical implications – The result of the study can be useful in designing effective employee development programs that promote cherished organizational values. Originality/value – Little empirical knowledge exists on HRD and organizational values linkages in the context of transitional economies like Malaysia. The paper makes a modest attempt to fill the gap.
format	Article
author	Hassan, Arif
author_facet	Hassan, Arif
author_sort	Hassan, Arif
title	Human resource development and organizational values
title_short	Human resource development and organizational values
title_full	Human resource development and organizational values
title_fullStr	Human resource development and organizational values
title_full_unstemmed	Human resource development and organizational values
title_sort	human resource development and organizational values
publisher	Emerald Group Publishing Limited
publishDate	2007
url	http://irep.iium.edu.my/25124/ http://irep.iium.edu.my/25124/ http://irep.iium.edu.my/25124/ http://irep.iium.edu.my/25124/1/JEIT_Paper_Vol_31_%286%29_2007.pdf
first_indexed	2023-09-18T20:37:32Z
last_indexed	2023-09-18T20:37:32Z
_version_	1777409146758365184

Human resource development and organizational values

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