Employee development: radical changes to organizational approaches during the covid19 pandemic

Purpose: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach: This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings: A Polish researcher has analyzed the findings from 19 in-depth interviews with experienced HR managers to consider how organizational approaches to employee development changed during the covid19 pandemic. The findings provided insights into the changes in form and methodology, but also revealed employees' desire for new approaches to help their development, as well as their stress and fatigue when overloaded with multiple, online development initiatives. Originality/value: The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format. © 2023, Emerald Publishing Limited.

The future of HRD in a post-pandemic world: Insights from Dr Wilson Wong

This chapter is an interview with Dr Wilson Wong. He is Head of Insight and Futures at the Chartered Institute for Personnel and Development (CIPD) and Chair of the Human Capital Standards Committee at the British Standards Institution (BSI). Wilson shares with us his insights as to what the future could hold for human resource development (HRD) and organisations in a post-pandemic world. In the interview Wilson argues that technology has not lived up to its promise in our fight against Covid-19. He argues that the underlying problems are multi-faceted and therefore the solutions must be holistic. These solutions range from taking care of the environment and wildlife to addressing a potential cause of pandemics, developing government policies in preparing nations for unlikely but impactful events to organisational business models that mediate between new technologies and markets. © Springer Nature Switzerland AG 2020. All rights reserved.

Creating Comics to Address Well-Being and Resilience During the COVID-19 Pandemic.

In this descriptive case series, we detail the theoretical basis, methodology, and impact of a small-scale pilot implementation of graphic medicine workshops as an innovative approach to well-being and resilience in the age of COVID-19 and increasing awareness of racial injustice. The data provided in this article are anecdotal and based on participation in the workshops. Images created during the workshops are also shared as examples of the types of reflection that graphic medicine can enable. The workshops themselves were designed collaboratively and are based on the theoretical principles of graphic medicine, narrative medicine, and racial and social justice. They were conducted as part of a larger wellness initiative and were offered to health care-focused faculty at our academic medical institution. Our findings suggest that this was a beneficial activity which helped participants to reflect and reconsider their experiences with the COVID-19 pandemic and surging awareness of racial injustice. Reflections also showed that drawings were correlated with ProQOL scores and may, in larger numbers, also help to mitigate or bring attention to issues of burnout in frontline providers. Drawings shared show the tremendous impact of COVID-19 and the simultaneous chaos and emptiness of practicing during dual pandemics. Our workshops engaged about 20 frontline health care providers and other health care faculty and highlight the utility of graphic medicine as a tool for building resilience and encouraging self-reflection. Further study is necessary, as is more rigorous analysis of the relationship between the graphics created and the ability to recognize and mitigate burnout.

What Can Grounded Theory do for Human Resource Development? An Approach for Post-Pandemic Research and Beyond

As employee preferences change and organizations adapt and transform as a result of the Covid-19 pandemic, new research opportunities are present for HRD scholars interested in training and development, organizational behavior, job design, change management, the creation of healthy and productive workplaces, and more. In the face of new opportunities for research, we discuss the value of revisiting grounded theory methodology as a resource for generating theory in HRD contexts. As a methodology, grounded theory is a useful tool for exploring processes and building theory grounded in data. In this paper, we examine the potential of grounded theory to contribute meaningfully to the research and practice of HRD by discussing the historical development of grounded theory, the current state of grounded theory research in HRD, and the implications of grounded theory work on the future of HRD scholarship.

Sustainable Financing for Human Resource Development in Botswana

Human Resource Development (HRD) is key for the achievement of macroeconomic outcomes such as economic growth and development. This is particularly true in development-deficient sub-Saharan Africa (SSA). In addition, HRD is vital for the successful delivery of international commitments such as Agenda 2030 and aspirations such as national visions. In SSA countries, largely due to increased demand for HRD in the face of post-2007 and Covid-19 fiscal strictures, the public financing of pre-service HRD is problematic. The purpose of the paper is to test the applicability of this situation in Botswana. The paper, rooted in interpretive research philosophy, adopted the qualitative case study approach. This was a desktop study that used secondary data sources. It concluded that the Botswana case mirrors the SSA situation. Concluding, the general lesson ensuing from this case is that there is a need for sustainable HRD financing in the sub-region. [ FROM AUTHOR]

Coaching during a crisis: Organizational coaches' praxis adaptation during the initial stages of the Covid-19 pandemic.

The chaotic initial stages of the Covid-19 pandemic severely challenged organizations. Economies shut down and millions of people were confined to their homes. Human resource practitioners turned to organizational coaching, a trusted human resource development intervention for help, however, to remain relevant during the crisis coaches had to adapt their praxis. The working alliance describes the mutual bond, goal, and task alignment between coach and client and is an indication of coaching efficacy. This study investigates to what extent organizational coaches' praxis adaptation at the start of the pandemic maintained a working alliance that still served the human resource development (HRD) paradigms of learning, performance, and meaningful work. Interviews with 26 organizational coaches from USA, UK, Australia, and South Africa recorded during the first general lockdown (April 2020) were inductively analyzed using thematic analysis and deductively interpreted through the working alliance theory and desired HRD outcome paradigms. Findings reveal seven organizational coaching praxis adaptations judged to support all three working alliance components, with "task" and "goal" more prominent than "bond," suggesting a pragmatist preference reminiscent of crisis management. Praxis adaptation also seems to promote all three HRD paradigms of learning, performance, and meaningful work on individual and/or organizational levels. This study strengthens the already well-established link between HRD and coaching by positing that coaching is a dynamic, pragmatic, self-adaptive intervention that supports HRD during a crisis. Understanding coaches' praxis adaptation during the volatile initial stages of a crisis is important for HRD theory and practice given HRDs increasing reliance on coaching.

Land-use and food security in energy transition: Role of food supply

Food security in a just energy transition is a growing debate about designing sustainable food secure networks worldwide. Energy transition, land-use change, and food security are crucial factors for food security and provision. The increased demand for food products and customer preferences regarding food safety provide various issues for the current agriculture food supply chain (AFSC). Along with rising sustainability concerns, strict government regulation, food security, and traceability concerns compel managers, business houses, and practitioners working in AFSC to adopt new tools, techniques, and methodologies to model current food supply chain problems. Thus, in turn, design the food logistics network for food security. Hence, this study investigates the core determinants of food security and supply in Egypt, Morocco, Tunisia, and Lebanon over the period of 2010–2019. In order to estimate the objectives of the study, we employ the fully modified ordinary least square (FMOLS) and dynamic ordinary least squares estimators (DOLS) to draw the study findings. However, the estimated results show a negative association of land use with food security and supply. Likewise, energy transition, gross domestic product, and agricultural value added (AVA) contribute to the food security supply. In contrast, urbanization's negative but insignificant contribution to the food supply in selected economies exists. Besides, another core objective of the study is to investigate the moderate role of the energy transition on the gross domestic product, agriculture sector, and land use and find the significant contribution to the food supply. However, the current study also tries forecasting for the next 10 years and employs the impulse response function (IRF) and variance decomposition analysis (VDA). Congruently, this study uses the pairwise panel causality test and finds exciting outcomes. The COVID-19 crisis has posed challenges such as energy consumption and food security issues. On behalf of the results, the current study proposes imperative policies to investigate the desired level of food supply. The findings provide valuable insights for experts, policymakers, and officials to take practical measures for energy use and food security challenges. Copyright © 2022 Zhuang, Abbas, Al-Sulaiti, Fahlevi, Aljuaid and Saniuk.

Applying the Plan-Do-Study-Act Approach to Support Healthcare Facilities in the Early COVID-19 Pandemic Response.

The identification of a novel respiratory pathogen in late December 2019 and the escalation in the number of infections in January 2020 required healthcare facilities to rapidly assess their planning and preparations to identify and manage suspected or confirmed cases. As a Regional Emerging Special Pathogens Treatment Center, many of the policies, resources, and tools Massachusetts General Hospital had developed before the COVID-19 pandemic were based on the Identify-Isolate-Inform concept to enable rapid identification of persons under investigation; isolation from other patients, visitors, and staff; and appropriate information sharing with internal and external parties to ensure continued safety of the facility and community. Our team sought to leverage these existing resources to support other healthcare facilities and implemented a modified Plan-Do-Study-Act approach to develop, refine, and disseminate a novel coronavirus toolkit. The toolkit underwent 3 Plan-Do-Study-Act cycles resulting in revisions of specific products, and the addition of new products to the toolkit. The toolkit provided access to templated algorithms, policies and procedures, signage, and educational materials, which could be customized for local needs and implemented immediately. There was broad dissemination and use of the resources provided in the toolkit and response to end-user feedback was provided in subsequent revisions. This project demonstrates the role that Regional Emerging Special Pathogens Treatment Centers can play in supporting the sharing of resources and best practices, and the utility of a Plan-Do-Study-Act approach in meeting needs.

Learning to navigate a global pandemic from military training

Similar to a service member's training, navigating a health crisis requires the acquisition of skills that enable employees to successfully perform their jobs. As a result of politics, egos, and a neglect for science, the U.S. government's response over how to handle the pandemic was bungled with misinformation and conflicting reports only fueling skeptics who no longer trust the government. Many adults still question the benefits of social distancing, masks, and a vaccine while more than 925,000 Americans have perished from COVID‐19. A well‐developed and consistent response to future health crises is necessary. The military already prepares its members to survive during challenging times and may offer human resource development professionals opportunities to focus on the skills that are beneficial in handling a global health crisis. The replication of military training in the workplace dealing with a pandemic is considered.

Promoting decent work in organisations: a sustainable HRD perspective

Today's uncertain times have led to paradigm shifts in the world of work. The disruptive nature of unforeseen events (e.g. Covid-1 9) has a harsh impact on organizations' stakeholders, including employees, society and the environment. However, these events pose tougher challenges for vulnerable and weaker workers, particularly in getting access to decent and productive employment. While catering to the changing needs of business, organizations also find it difficult to provide decent work for all and achieve their social bottom lines. This paper aims to understand what role HRD plays, especially Sustainable HRD (S-HRD), in facilitating access to decent work. Conceptual analysis of the literature revealed that S-HRD practices have the potential to promote all the dimensions of DW: employment creation, social protection, employees' fundamental rights and social dialogue. This paper is an important stepping stone in the articulation of how S-HRD can help organizations to promote decent work. The perspectives presented in this study have potential implications for HRD practitioners in understanding the application and implementation of S-HRD practices. Furthermore, managers can also take note of specific S-HRD interventions from this paper to enable decent work in their organizations.

Analysis of Competitiveness Factors of Global Innovative Companies

Purpose - This study's purpose is to analyze which factors are more important to strengthening the competitiveness of global innovative companies by firstly sampling global 40 enterprises, secondly investigating of study models empirically, thirdly finding out significant implications through research, and finally using this result to help improve global companies' competitive edges. Design/methodology - Developing three research models of hypothesis and using 5 variables such as technology innovation, knowledge management, human resource development, sustainable management, and corporate life, this study was empirically carried out by reliability and validity testing, correlation analysis of variables, and multiple regression analysis of three research models. Findings - Through proceeding empirical analysis study, we found out that technology innovation and sustainable management had a significant impact on strengthening competitiveness through the hypothesis test. Those two factors had positive results and a synergy effect through correlation analysis along with process change and human resource development, which are also important areas in global innovative companies. Originality/value - In line with the fourth industrial revolution era's acceleration and COVID-19's large impact on all industries, global companies are newly developing their business models to cope with external environment change. This study's results would be meaningful for global enterprises and domestic companies to improve their overall competitive edge by reinforcing their innovation strategy, preparing next growth engines, diversifying business portfolios, and setting business milestones.

Changes in the approach to employee development in organisations as a result of the COVID-19 pandemic

Purpose>This paper aims to explore the direction and extent of changes in the approach of organisations to employee development that have occurred as a result of the COVID-19 pandemic.Design/methodology/approach>This research is of a qualitative nature. The thematic exploration uses the analysis of findings from 19 in-depth interviews with experienced HR managers and is preceded by desk research.Findings>The findings advance our understanding of how the COVID-19 pandemic has affected developmental processes in organisations. The results indicate, apart from the change in the form and methodology of employee trainings due to the pandemic, that employees also desire new subjects to aid their development. One also noticed decreased employee engagement and increased fatigue with the use of multiple, online development initiatives.Practical implications>For learning and development (L&D) practitioners, there are implications in relation to tailoring developmental offerings to fit the needs of employees to help them to progress more in the course of their work. In this new reality, an agile approach to employee development can work much better. The activities of the L&D departments should also take into greater account the changing and unpredictable reality as well as the evolving nature of information and communication technologies (ICT). The COVID-19 pandemic may contribute to the analysis and modernisation of existing offerings for development in organisations and foster a culture of lifelong learning.Originality/value>This research makes an important contribution to the literature by examining the impact of situational context on modifications in development activities undertaken in organisations. The results indicate the need to change the existing role of L&D teams in organisations, taking into account the maximum use of e-learning potential, while understanding its limitations. It can be assumed that while the pandemic develops, designing hybrid learning will become even more important and L&D professionals will focus on combining the flexibility of self-training and available online resources with highly engaging real-world experiences.

Restoration path of small tourism enterprise managers' confidence in the COVID-19 period

Although the government contributes to the tourism recovery, the influence of the government on the micro-perceptions of tourism managers remains limited. The results of 415 samples demonstrate that government crisis management restores managers' confidence through different mediation of the sense of gain. Information and communication management improve only their sense of spiritual gain, while human resource development enhance merely their sense of material gain. Moreover, environmental uncertainty shows no moderation on restoring the managers' confidence. This study develops a theoretical framework for tourism crisis management and provides policy implications for the development of small tourism enterprises in times of crisis.

Covid-19, contingent workers and the implications for human resource development

Purpose>This paper aims to review the latest management developments across the globe and pinpoint practical implication from cutting-edge research and case studies.Design>This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.Findings>The paper sets out a framework for HRD professional to navigate the transition from the old to the new COVID-19 normalcy. It supports the argument in favor of adapting HRD plans to the needs of atypical workers and integrating such workers into HRD programs.Originality>This briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Building a robust interface between public health authorities and medical institutions in a densely populated city: State-of-the-art integrated pandemic and emerging disease preparedness in the Greater Tokyo Area in Japan

Enhanced global travel networks have heightened the risk of emerging infectious diseases escalating into pandemics in a short time. The COVID-19 pandemic in 2020 reminded us of the importance of peacetime efforts to establish a basis for responding to a pandemic. Kawasaki City, one of the government-designated cities in the Greater Tokyo area in Japan, has made continuous efforts to reinforce preparedness and response capacity for emerging diseases. City authorities have sought to enhance communication and foster trust between the public health authority and medical institutions through a real-time information sharing system. The City has built trustworthy relationships with multiple stakeholders through various forms of joint exercises. Kawasaki City has also effectively developed a human resource development program, the “Field Epidemiology Training Program-Kawasaki (FETP-K), " that collaborates closely with the national FETP. This chapter introduces the details of a series of activities and lessons for reinforcing pandemic and emerging disease preparedness in urban areas in Japan. © 2021 Elsevier Inc. All rights reserved.

Intervention to enhance PsyCap in em courses

The unprecedented challenges arising from the COVID-19 pandemic have highlighted the value of personal resources, such as optimism and resilience, that equip people to successfully adapt to stress and uncertainty. Within higher education, this suggests that employability skills should incorporate personal resource development, in addition to occupational skill/knowledge acquisition and professional network expansion. This paper outlines a framework for developing students' personal resources of hope, self-efficacy, resilience, and optimism (i.e., psychological capital). The framework can be easily embedded within the engineering curriculum and implemented in both face-to-face and online delivery modes. The framework aims to improve students' personal resources, immediately impacting their academic performance, engagement, and satisfaction in the short-term. In the long-term, it aims to provide students with key employability skills linked to individual and organisational success in their future career. We provide guidelines on how to embed such a framework into an electromagnetics engineering course. © 2021 IEEE.

Preface of SENTA 2021 Proceedings

First of all, I am very happy to warmly welcome you to one of interesting event held by Faculty of Marine Technology (MARTECH), Institut Teknologi Sepuluh Nopember (ITS), International Conference on Marine Technology (SENTA) 2021. This conference is held virtually regarding the currently Covid 19 pandemic, which the webinar is prepared and arranged to ensure the safe of all participants. I hope this conference could give you an overview of situation that positively contribute to all of us by exchanging good study, research and information between presenters and all participants.The International Conference on Marine Technology is an annual international seminar organized by the Faculty of Marine Technology of ITS, as a maritime country, Indonesia has set maritime development as one of the top priorities in the country’s development program. Regarding this reason and some important issue on maritime nowadays, the international conference of SENTA 2021 pick a theme of “Smart and Sustainable Research and Innovation in Marine Technology“. Through this opportunity, I would like to express my appreciation for the prominent speakers, Dr. Capt. Antoni Arif Priadi (Secretary of Human Resource Development on Transportation Agency), Prof. Tomohisa Dan (Professor of Mechanical Engineering, Kobe University, Japan), Prof. Benny Tjahjono (Professor of Sustainability & Supply Chain Management, Coventry University, United Kingdom).List of Committee are available in the pdf

Re-considering the nature of work in complex adaptive organisations – fluid work as a driver of learning through work

PurposeThis paper aims to draw on data from a study of professionals’ experiences of work and learning framed by a complex adaptive systems approach to examine the nexus of work and learning in complex adaptive organisations.Design/methodology/approachThe study used an adapted phenomenographic approach and the complex adaptive systems conceptual framework (CAOCF) to analyse data from semi-structured interviews with fourteen professionals from a variety of organisations and industry sectors within Sydney, Australia.FindingsThe findings highlight that work in complex adaptive organisations is best described as fluid work. Further, the findings suggest that fluid work influences professionals towards flexible learning approaches that take place in the flow of work.Originality/valueThis paper empirically demonstrates the nexus of work and learning as experienced by professionals in their day-to-day work, as well as the ways in which fluid work influences flexible and adaptable learning through participation in work.

How do managers promote workplace learning? Learning-oriented leadership in daily work

PurposeThe purpose of this paper is to explore managers’ learning-oriented leadership, and what conditions managers face when working with the promotion of employees’ learning.Design/methodology/approachData was collected through semi-structured interviews with managers in three manufacturing firms. Verbatim expressions of the interview participants were analysed using stepwise analytical procedures.FindingsThe managers used many kinds of activities to promote learning. Most common were activities related to learning opportunities that arose during daily work. The identified activities ranged from being planned to occurring more spontaneously. Depending on the situation or the learning activity, the managers used different behaviours to promote learning. They supported, educated and confronted employees, and they acted as role models. Factors constraining the implementation of learning-oriented leadership included limited resources, and a lack of commitment from top management, employees or the managers themselves.Research limitations/implicationsFuture research should study learning-oriented leadership from the employees’ perspective.Practical implicationsManagers’ notions about learning and development constitute an important condition for learning-oriented leadership. Therefore, managers need to be trained in how to promote their employees’ learning at work.Originality/valueThis study adds to the limited knowledge of how managers carry out a learning-oriented leadership in their daily work. The findings contribute knowledge regarding managerial practices of promoting employees’ workplace learning by identifying different activities and behaviours that managers could incorporate into their leadership.