HRM ethics is a root cause of many important problems in business ethics, and may represent the solution to even more. This volume defines, analyzes, and proposes solutions to ethical problems related to both the executive levels of the organization, and the organization as a whole. This book contains a fascinating range of scholarship from highly regarded authors. Macro and micro perspectives are presented, including perspectives from psychology, social psychology, organizational behavior, strategy, law, spirituality, critical studies, public/nonprofit management, and a variety of functional areas within the field of HRM.

This book explores the role of HRD professionals in ethical and legal decision making in the workplace. While previous books have described the need for ethics in HRD, this book presents ways that HRD scholars and professionals can influence, through collaborative relationships, effective implementation of ethical policies and legal standards in the workplace. The ethical policies of an organization provide a key insight into its values, and this book shows the relationship between those values and HRD practices, such as training and development, career development, and organization development. Exploring such topics as protected classes, diversity intelligence, employee rights, and employee privacy, this book will inform HRD scholars and professionals on researching and enhancing ethical and legal decision making in the workplace.

David McGuire′s student-friendly introduction looks at Human Resource Development on an individual, organisational and societal level analysing how HRD can play a major role in organisational innovation, in developing communities and society and in operating on a cross-national and international basis. Key features: Links key training design and learning theories to broader economic and societal issues for a more holistic and in-depth understanding of the field. Seven brand new chapters ensure a good fit with HRD programmes at all levels and reflect the latest developments in the field, including career development, strategic HRD, knowledge management, the environment, ethics and CSR and the future of HRD. High profile case studies in each chapter bring the theory to life including Apple, Massive Open Online Courses, Barclays, Stephen Lawrence, Lloyds Pharmacy, Marriott Hotels, Netflix, Black and Decker, Google, Colgate-Palmolive, Marks and Spencer and Valve. Case vignettes throughout the chapters highlight HRD in action and provoke critical analysis and discussion, including How a Beer Can Aided the Design of Canon’s Revolutionary Mini-Copier and The Alaskan Village Set to Disappear Under Water in a Decade. An Appendix contains advice on preparing for an HRD examination as well as example exam questions and sample answers, to ensure examination success. Chapters map to the CIPD’s requirements at levels 5 and 7 making it an ideal core text for accredited and non-accredited programmes alike.

The rapidly transforming environment that we live in has made human resource development (HRD) all the more necessary for the success of today’s organizations. HRD initiatives help their organizations by developing employees who assist their organizations in not only surviving, but thriving in our increasingly global world. Today’s best practice or benchmarked organizations and their HRD professionals continue to recognize the importance of employee learning, knowledge, skills and motivation to organizational success. This recognition increasingly opens many doors as organizational leaders accept the fact that HRD initiatives can be used to ensure that organization members have what it takes to successfully meet the demands that confront them and their organizations. This book takes the position that HRD can demonstrate how their initiatives help to develop a superior workforce so that the organization and its individual employees can accomplish their strategic and operational goals in service to their clients or customers. This book is written with the belief that HRD professionals have many opportunities to learn, change and find ways both in and outside of the workplace to contribute to the development of learning organizations as we move further into the 21st century. A major point of this book is that HRD will continue to become more and more important to organizational success when one considers the increased responsibilities HRD professionals have taken on during and post- the COVID pandemic. The primary audience for this book is practicing HRM and HRD professionals, and other organizational leaders. The book provides proven ideas important to demonstrating the value of HRD. From a practical viewpoint, it is based on actual experience, a strong research base, and accepted practices presented in an easy to read form. A second target audience is students of HRD and HRM who are preparing for careers in this important field. This book will help them develop a solid foundation to the study of HRD practices or initiatives that are key to HRD success regardless of the type of organization. A third target audience is managers or leaders at all levels of an organization who are expected to take on a number of HRD responsibilities (e.g., as trainers, coaches, mentors, change agents, and so on) while regularly partnering with HRD professionals. It offers these individuals a firsthand look at what they should expect of their HRD functions or areas and how they can effectively work with HRD professionals in their organizations to achieve the organizations strategic goals by getting the most out of its human people.

This book provides readers with a comprehensive introduction to human resource development (HRD) in Southeast Asia and offers a holistic framework for the phenomenon of Regional HRD in Southeast Asia. It argues that viewing HRD in ASEAN as a complex adaptive system is the most effective way to understand the expansive and multifarious processes and activities involved in Regional HRD. As a region, Southeast Asia continues to emerge as one of the most dynamic and compelling in the world with a need to develop its human resources to further its independence, economic prosperity, and sovereignty. By focusing on a regional perspective of HRD, this book establishes the missing link in the transition from the national HRD to the global HRD perspective. Offering a framework for understanding how HRD policy and practice function within a dynamic ecosystem, this book appeals to scholars, practitioners, and policymakers alike, particularly those interested in ASEAN.

Human Resource Development Relies Upon a Strong Educational Foundation In the Handbook of Human Resource Development, Neal Chalofsky, Tonette Rocco, and Michael Lane Morris have compiled a collection of chapters sponsored by the Academy of Human Resource Development to address the fundamental concepts and issues that HR professionals face daily. The chapters are written and supported by professionals who offer a wide range of experience and who represent the industry from varying international and demographic perspectives. Topics addressed form a comprehensive view of the HRD field and answer a number of key questions. Nationally and internationally, how does HRD stand with regard to academic study and research? What is its place in the professional world? What are the philosophies, values, and critical perspectives driving HRD forward? What theories, research initiatives, and other ideas are required to understand HRD and function successfully within this field? As the industry grows, what are the challenges and important issues that professionals expect to face? What hot topics are occupying these professionals now? The Handbook’s insight and guidelines allows students and HR professionals to build a fundamental understanding of HRD as an industry, as a field of research, and for future professional success.

Building on the success of the first edition, Christopher Mabey and Graeme Salaman are joined by John Storey in producing an even more comprehensive and thoroughly revised textbook. This volume engages with the essential themes and emergent ideas in strategic human resource management. There is increasing self-confidence about the potential benefit of intangible assets, notably human resources, contributing to the success of organizations. This revised text examines such claims in considerable depth and draws conclusions about the role of strategic HRM at the dawn of the new millennium. A distinctive strength of this volume is that it is a Set Book for one of the largest MBA programmes in Europe. It is a benchmark text for all advanced undergraduate and postgraduate level students of HRM, personnel management and change management. Human Resource Management: A Strategic Introduction covers the following areas: SHRM: A New Way of Managing? Managing Performance Managing Structures and Employment Relationships Managing Learning Managing Change Managing Meaning

This book analyzes the emerging concept of diversity intelligence, which values the differences in employees without attempting to make everyone alike. Organization leaders need diversity intelligence to better interact with the changing demographics in America and the global economy, by embracing differences as strengths rather than weaknesses. Without a clear understanding of diversity, leaders are not fully equipped to realize organizational goals through all employees. The author highlights the importance of integrating diversity intelligence into leadership and career development plans alongside intellectual intelligence, emotional intelligence, and cultural intelligence. In order to fully motivate diverse individuals, leaders must first be able to recognize differences between themselves and others without it being an obstacle to performance. This book is a window into how leaders can reflect on their actions and behaviors to effectively implement new strategies, and is an essential read for HR researchers, professionals, consultants, and managers of global operating companies.

This book adds to the debate around HRD and ethical dimensions in the workplace, evaluating the micro and macro environments and their role in designing a moral organizational culture. It assesses contemporary issues such as CSR and DEI and culture and their impact on the organization and employees. Examining the definition, purpose, and scope of ethics applied in HRD, this book will offer readers an in-depth understanding of current and future ethical challenges in the workplace and in society. It will provide theoretical and practical knowledge for creating and sustaining ethical climates in organizations.