Detail The relationship between business strategy and human resource development in Fortune 500 companies Bibliografi Author: Kalata, Erica Dawn ; Wentling, Tim L. (Advisor) Topik: EDUCATION; BUSINESS|BUSINESS ADMINISTRATION; MANAGEMENT Bahasa: (EN )    ISBN: 0-599-46775-4     Penerbit: UNIVERSITY OF ILLINOIS AT URBANA-CHAMPAIGN     Tahun Terbit: 1999     Jenis: Theses - Dissertation Fulltext: 9944903.pdf (0.0B; 6 download) Abstract Human resource development (HRD) has historically been seen as an expense rather than an investment in organizations, yet this philosophy is changing as business professionals from multiple disciplines are recognizing that human capital is the primary source of sustainable competitive advantage in the volatile marketplace. As theories emerge about how best to invest and develop human capital, a common theme around the importance of aligning development activities and business strategy is prevalent. However, few theorists or researchers have provided empirical evidence on the nature of the relationship between competitive strategy and HRD practices, leaving organizations with little information on HRD practices that will likely support their business strategy, increase the value of their human capital, and provide a source of sustainable competitive advantage. The purpose of this study was to identify if a significant relationship exists between business strategy and the HRD function in high performance companies. The sample for the study was 52 companies from the 1998 Fortune 500 listing of the 500 largest US companies by annual revenue. These companies were identified within three different business strategy types in Miles and Snow's (1987, 1994) business strategy typology: (1) Defenders, (2) Analyzers, and (3) Prospectors. Instrumentation included a mail questionnaire (with a fax and e-mail version) and a telephone interview guide. A survey was the major method of data collection used by the researcher. Data analysis included the use of basic descriptive, analysis of variance, discriminant function analysis, and content analysis. The statistical analyses were used to investigate if significant relationships exist between business strategy type and various measures of HRD practice addressed in the research questions. Content analysis was used to identify themes that supported or added to the findings from statistical analysis for a more complete description of the relationship between business strategy and the HRD function. Results indicate that significant relationships exist between business strategy and HRD. Contrary to much of the literature that presents “best practices” in HRD, findings from this study indicate that the best or most effective HRD practices are not necessarily universal across all companies, but rather seem strongly related to the chosen business strategy of the firm. Recommendations for HRD practitioners in business, executives and strategists in business, and HRD educators and researchers are provided. Opini Anda Klik untuk menuliskan opini Anda tentang koleksi ini! Lihat Sejarah Pengadaan  Konversi Metadata   Kembali

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