13 Aug Paper 18 – No Plagiarism
Write a 4,000-word paper that includes the following sections:
1) Substantive and compelling articulation of the current HRD theory/practice problem, related need for further research, and related Christian worldview implications/drivers.
2) Literature Review: Synthesize a review of the most salient literature related to the proposed research need/topic.
3) Proposed Research Methodology: Delineate a methodologically and theoretically sound approach for investigating the proposed research need/topic.
4) Envisioned HRD Theory/Practice Contribution: Provide a compelling, yet appropriately realistic, articulation of the envisioned impact that the proposed research project output will have on the evolving state of HRD theory/practice.
5) Envisioned Impact on God’s World: Provide a compelling, yet appropriately realistic, articulation of the envisioned redemptive impact that the proposed research project output will have on the unfolding nature of God’s world.
Required Sources
Include the following sources in your reference page, and use in-text citations as follows:
· At least 3 citations from Mello (2019).
· At least 3 citations from Hardy (1990) and/or Keller (2012).
· At least 10 citations from related scholarly journals (e.g. Human Resource Development Quarterly, Human Resource Development Review, Human Resource Management Journal, Journal of Applied Psychology, Journal of Strategic Human Resource Management, Journal of Biblical Integration in Business, Christian Scholars Review).
· At least 3 citations from related trade/practitioner publications (e.g. Harvard Business Review, HR Magazine, T&D Magazine, Business Week, Wall Street Journal).
References
Candy, V., & Gordon, J. (2011). The historical development of strategic planning theories. International Journal of Management & Information Systems (IJMIS), 15(4), 71. doi:10.19030/ijmis.v15i4.5803
Chien-Chi Tseng, & McLean, G. N. (2008). Strategic HRD practices as key factors in organizational learning. Journal of European Industrial Training, 32(6), 418–432.
Clardy, A. (2008). The strategic role of human resource development in managing core competencies. Human Resource Development International, 11(2), 183-197. doi:10.1080/13678860801932998
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. The Academy of Management Journal, 55(6), 1264-1294. doi:10.5465/amj.2011.0088
Keller, T. & Alsdorf, K. (2012). Every Good Endeavor: Connecting Your Work to God’s Work. Penguin Random House LLC. New York, New York. ISBN: 9780525952701
Khan, M. H. (2019). Knowledge, skills and organizational capabilities for structural transformation. Structural Change and Economic Dynamics, 48, 42-52. doi:10.1016/j.strueco.2018.05.006
Kim, K., ElTarabishy, A., & Bae, Z. (2018). Humane entrepreneurship: How focusing on people can drive a new era of wealth and quality job creation in a sustainable world. Journal of Small Business Management, 56(S1), 10-29. doi:10.1111/jsbm.12431
Kimble, C., de Vasconcelos, J. B., & Rocha, Á. (2016). Competence management in knowledge intensive organizations using consensual knowledge and ontologies. Information Systems Frontiers, 18(6), 1119-1130. doi:10.1007/s10796-016-9627-0
Kuchinke, K. P. (2013). Human Agency and HRD: Returning Meaning, Spirituality, and Purpose to HRD Theory and Practice. Advances in Developing Human Resources, 15(4), 370–381.
Mello, J. A. (2019). Strategic human resource management (5th ed.). Mason, OH: South-Western. ISBN: 9781337887243.
Oh, I., Blau, G., Han, J. H., & Kim, S. (2017). Human capital factors affecting human resource (HR) managers’ commitment to HR and the mediating role of perceived organizational value on HR. Human Resource Management, 56(2), 353-368. doi:10.1002/hrm.21768
Torraco, R. J., & Swanson, R. A. (1995). The strategic roles of human resource development. Human Resource Planning, 18(4), 10.
Ulrich, D., & Filler, E. (2015). CEOs and CHROs: Expectation, connection, and succession. Leader to Leader, 2015(77), 33-41. doi:10.1002/ltl.20189
van den Berg, Herman A. (2013). Three shapes of organisational knowledge. Journal of Knowledge Management, 17(2), 159-174. doi:10.1108/13673271311315141
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