行动学习作为实现集体领导的人力资源开发资源

IF 4.6 3区 管理学 Q1 MANAGEMENT Human Resource Development Review Pub Date : 2021-06-10 DOI:10.1177/15344843211022600
J. Raelin
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引用次数: 7

摘要

几个月前,我很高兴在由大学人力资源开发论坛主办的“在不断变化的世界中进行行动学习”会议上发言。在我的演讲中,我将行动学习作为采用集体领导的人力资源开发的潜在资源。我之所以使用“潜力”一词,是因为当它被用作人力资源开发工具时,它不一定是行动学习的传统目的。它主要被用作一种基于工作的学习形式。然而,其组成部分可以适当地用于前一目的;事实上,行动学习可能是为参与者在组织中的集体领导做好准备的最佳人力资源开发方法之一。演讲结束后,听众提出了一些问题,但由于时间限制,这些问题没有得到充分解决。幸运的是,人权与发展报告的编辑Yonjoo Cho博士给了我写这篇社论的机会,让我详细阐述了会议上提出的问题以及其他问题,这些问题可以让我更充分地解释我的立场,即行动学习确实可以成为实现集体领导的人力资源开发资源。
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Action Learning as a Human Resource Development Resource to Realize Collective Leadership
Several months ago, I was pleased to speak at a conference on “Action Learning in a Changing World,” sponsored by the University Forum for Human Resource Development. In my presentation I featured action learning as a potential resource of human resource development for adopting collective leadership. I use the word potential because it is not necessarily the conventional purpose of action learning when adopted as a human resource development tool. It is primarily used as a form of workbased learning. However, its components can be aptly constituted for the former purpose; in fact, action learning may be one of the best HRD methods to prepare participants for collective leadership in the organization. Following the presentation, a number of questions were raised by the audience that were not fully addressed because of time limitations. Fortunately, Dr. Yonjoo Cho, HRDR’s Editor, has given me the opportunity of writing this editorial to elaborate on the issues raised at the conference as well as on other matters that can allow me to more fully explain my position that action learning can indeed be a human resource development resource to realize collective leadership.
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来源期刊
CiteScore
9.60
自引率
17.20%
发文量
35
期刊介绍: As described elsewhere, Human Resource Development Review is a theory development journal for scholars of human resource development and related disciplines. Human Resource Development Review publishes articles that make theoretical contributions on theory development, foundations of HRD, theory building methods, and integrative reviews of the relevant literature. Papers whose central focus is empirical findings, including empirical method and design are not considered for publication in Human Resource Development Review. This journal encourages submissions that provide new theoretical insights to advance our understanding of human resource development and related disciplines. Such papers may include syntheses of existing bodies of theory, new substantive theories, exploratory conceptual models, taxonomies and typology developed as foundations for theory, treatises in formal theory construction, papers on the history of theory, critique of theory that includes alternative research propositions, metatheory, and integrative literature reviews with strong theoretical implications. Papers addressing foundations of HRD might address philosophies of HRD, historical foundations, definitions of the field, conceptual organization of the field, and ethical foundations. Human Resource Development Review takes a multi-paradigm view of theory building so submissions from different paradigms are encouraged.
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