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The Future of Hrd, Volume II: Change, Disruption and Action by Mark Loon, Jim Stewart, Stefanos Nachmias 2020

The Future of Hrd, Volume II: Change, Disruption and Action

Details Of The Book

The Future of Hrd, Volume II: Change, Disruption and Action

Authors: , ,   
ISBN : 3030524582, 9783030524586 
publisher: Palgrave MacMillan 
publish year: 2020 
pages: 268 
language: English 
ebook format : PDF (It will be converted to PDF, EPUB OR AZW3 if requested by the user) 
file size: 3 MB 

price : $10.01 13 With 23% OFF

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You can Download The Future of Hrd, Volume II: Change, Disruption and Action Book After Make Payment, According to the customer's request, this book can be converted into PDF, EPUB, AZW3 and DJVU formats.

Abstract Of The Book

Table Of Contents

Notes on Contributors
List of Tables
1: Introduction to Volume One: Future of Human Resource Development—Disruption Through Digitalisation
	1.1	 Introduction
		1.1.1	 Background to the Volume
		1.1.2	 Status and Future of Digitalisation and HRD
	1.2	 Aims and Objectives
	1.3	 Book Content
2: The Effects of New Technologies at Work on Work Outcomes and the Implications for Human Resource Development
	2.1	 Introduction
	2.2	 Learning Outcomes
	2.3	 Theoretical Framework
		2.3.1	 Components of HRD
		2.3.2	 New Technology
		2.3.3	 Theories on Relationships Between Context of Work and Work Outcomes
	2.4	 Study
		2.4.1	 Design
		2.4.2	 Additional Search
		2.4.3	 Data Extraction and Analysis of Results
	2.5	 Findings
		2.5.1	 Overview of Technologies
		2.5.2	 Performance
		2.5.3	 Development
		2.5.4	 Life Situation
		2.5.5	 Health
		2.5.6	 Interaction with Context
	2.6	 Discussion and Conclusions
		2.6.1	 Results
		2.6.2	 Implications for Practice
		2.6.3	 Limitations and Future Research
		2.6.4	 Final Conclusions for HRD Practice
3: Digital Competence Revolution and Human Resource Development in the United Kingdom and Switzerland
	3.1	 Introduction
	3.2	 Learning Outcomes
	3.3	 Literature Review on Digital Competences
	3.4	 Digital Professional Competence
	3.5	 Digital Methodical Competence
	3.6	 Digital Social Competence
	3.7	 Digital Self-competence
	3.8	 National Human Resource Development in the United Kingdom
		3.8.1	 Governmental Initiatives to Upskill Workforce’s Digital Skills
			The Learning Skills Council
			The Qualifications and Curriculum Authority
		3.8.2	 Quasi-Government Organisations: Professional Bodies
			The National Occupational Standards and Modern Apprenticeship Framework
			The Investors in People Professional Body
			The Chartered Institute of Personnel and Development Professional Body
		3.8.3	 Higher Education
	3.9	 Human Resource Development Educational Provision in British Universities
	3.10	 National Human Resource Development in Switzerland
	3.11	 Digital Competences in the Swiss Higher Education System
	3.12	 The Case of the UK and Switzerland
	3.13	 Human Resource Development and the Challenge of Digitalisation
	3.14	 Concluding Remarks, Policy and Organisational Implications
4: Talent Disrupted: Opportunities and Threats for Human Resource Development (HRD) Strategy and Practice in the Gig Economy Through the Critical HRD Lens
	4.1	 Introduction
	4.2	 Gig Economy Definitional Debates and Implications for Nature of Work
	4.3	 Diversity in the Experiences of Work in the Gig Economy
	4.4	 Implications and Responses for HRD
	4.5	 Critical HRD and Understanding Multiple Perspectives in the Gig Economy
	4.6	 Applying Bierema and Callahan’s (2014) Critical HRD Model
	4.7	 Findings and Discussions
		4.7.1	 Relating
		4.7.2	 Learning
		4.7.3	 Changing
		4.7.4	 Organising
	4.8	 Implication for HRD Practice
		4.8.1	 A Focus on Well-being
		4.8.2	 Supporting Peer-Led Learning Communities and Voice Channels
		4.8.3	 Adaptability and Environmental Scanning
	4.9	 Conclusion
	4.10	 Summary of Learning Outcomes
5: The Role of HRD in Developing Capabilities for Creativity and Innovation at Work: A Multilevel Approach
	5.1	 Introduction
	5.2	 A Multilevel Focus
	5.3	 Fostering an Innovation Climate
		5.3.1	 Innovation Climate and Culture
		5.3.2	 What We Can Learn from Innovation Climate Research
		5.3.3	 Team Cohesion
		5.3.4	 Intra-organisational Networks
		5.3.5	 Processes and Technologies for Innovation
	5.4	 The Role of Recruitment and Selection in Building Innovation Capabilities
		5.4.1	 Differentiating Recruitment and Selection
		5.4.2	 Building Innovation Capabilities Through Selection
		5.4.3	 Selection at the Team Level
	5.5	 The Role of Learning, Training and Coaching in Building Innovation Capabilities
		5.5.1	 Aims and Content of Innovation Training
		5.5.2	 Enhancing the Effectiveness of Innovation Training
	5.6	 The Role of Reward in Building Innovation Capabilities
		5.6.1	 Reward Type
		5.6.2	 Fairness and Timing of Reward
		5.6.3	 Rewarding Behaviours, Individuals or Teams?
	5.7	 Implications and Conclusion
6: Redefining HRD Roles and Practice in the Machine Learning Revolution
	6.1	 Introduction
	6.2	 Fourth Industrial Revolution and HRD
	6.3	 Method
	6.4	 Findings
		6.4.1	 Emerging Awareness
		6.4.2	 Responding
		6.4.3	 Division Between IT and LD
		6.4.4	 Role of LD
		6.4.5	 Ethical Implications
	6.5	 Discussion
	6.6	 Conclusion
7: E-learning: A Temporary ‘By-Product’ of Covid-19 Pandemic or a Contemporary Solution to Workplace Training and Learning?
	7.1	 Introduction
	7.2	 Socio-economic Implications of Covid-19 Pandemic to Organisations, People and Societies, and the Role of HR/HRD Professionals
	7.3	 E-learning: A Powerful Tool at the Hands of HRD Professionals
		7.3.1	 E-learning: Stay Safe While You Learn
		7.3.2	 The ‘Economics’ of E-learning
		7.3.3	 Generation Z: The E-learners
		7.3.4	 E-learning Through Gamification
		7.3.5	 Micro-learning: An Alternative Approach
		7.3.6	 The Pros of Going Online
		7.3.7	 The Cons of Online Provision
		7.3.8	 Organisational Response to Lockdowns
		7.3.9	 E-learning: A ‘What If?’ or ‘So What?’ Inquiry
	7.4	 Conclusion
8: Technological Innovations in Care and Implications for Human Resource Development
	8.1	 Introduction and Purpose
	8.2	 Contextualising Care and Technology
	8.3	 Types of Technological Innovation in Care
	8.4	 Benefits
	8.5	 Consequences and Issues
	8.6	 Implications for HRD Practice
	8.7	 Conclusion
9: Constraints Facing Creative Enterprises in GCC: Implications for HRD
	9.1	 Introduction
	9.2	 Creative Enterprises: An Overview
	9.3	 Innovation Through Creative Enterprise
	9.4	 SME in the Creativity Enterprise: An HRD Perspective
	9.5	 The GCC Context
	9.6	 Factors Influencing Creative Enterprises in GCC
		9.6.1	 Economic Forces
		9.6.2	 Legal Framework
		9.6.3	 Labour Market
		9.6.4	 Education System
	9.7	 Implication for HRD
	9.8	 Conclusion
10: The Future of HRD in a Post-Pandemic World: Insights from Dr Wilson Wong
	10.1	 Introduction
	10.2	 Interview Transcript
		10.2.1	 The Pandemic
		10.2.2	 Is the Tide Turning?
		10.2.3	 The Future of Work: Is It All About Technology?
		10.2.4	 What Has the Current Crisis Revealed?
		10.2.5	 Implication on Human Resources Management and Development
	10.3	 Conclusion

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