Research Proposal Human Resource Development In Asia
Human Resource Development in Asia
With growing issues and concerns with the importance of human resources, it is duly significant that the management should be able to consider approaches and strategies which will enable an business enterprise to recruit, retain and develop skillful as well as knowledgeable workforce. Accordingly, human resource development has served the needs of business enterprises to make their staffs and personnels have an up-to-date expertise. One aspect that should be given emphasis by human resource management is to have a work environment which adheres to the current and the future needs of their human resources, specifically for technological and technical skills impacted by the rapid development in line with the emergence of information technology and globalization.
It is argued that the future for human resources needs the widening of the strategies being utilized and considered and the application a more advanced model for staffs and personnel training and development. For this reason, different industries are investing on human resource development as means of achieving cost-effective and on time results. But there is a need to understand that the human resource development policies should enhance staffs and personnel satisfaction (ES) and only then can improved performance be attained. Training and development programmes as a part of Human resource development should be based on the needs of the staffs and personnels and aligned with goals of both the firm and the staffs and personnels (Hill & Wiens-Tuers, 2001). Like many other countries, Asian countries are also facing various challenges and problems in adhering to the context of human resource development. Primarily, the main goal of this paper is to conduct a research in terms of the human resource development in Asia.
Background of the Study
The development of the staffs and personnel is among the business enterprises management’s obligation. The attain and meetment of corporate success can only be accomplished by people (Cascio, 1995). With this, Business enterprises management realizes that enhancing the staff’s knowledge is essential as it can enhance the service standard and increase the staffs and personnels’ loyalty and commitment. By enhancing the staff knowledge, it can provide better quality of providing services or products as well as organizational growth and assist the staffs and personnel’s professional development. Such enhancement could be in the form of various learning techniques which is included in human resource development programmes.
For business enterprises to maximize their assets, they should manage the staffs and personnels’ working condition with intelligence and efficiency (Ulrich, 1998). They must be permitted to be involved in making work-related decisions to further enhance and develop their personal aptitude and the organizational structure (Delaney & Huselid, 1996).). It is therefore necessary to understand the staffs and personnels for the business enterprise to be effective. The development, building, enhancement, motivation, and enrichment of the staffs and personnels of any business enterprise largely depend on the leadership, mandate, and vision of the business enterprise (Rainey & Steinbauer, 1999). In relation to learning, Human Resources Department (HRD) is a key department to implement different kind of trainings for staffs and personnel to learn. Through training, it can improve the staffs and personnel’s knowledge and skills as well as assists staffs and personnels to attain and meet higher level of performance and personal development. According to Sadler (1989), “The term “development” is utilized and considered to describe a range of processes and experiences including formal education and training courses, whether in-company or provided by external institutions; training on the job; and activities such as project work and job rotation” (p.154).
The main goal of this paper is to analyze and investigate the human resource development in Asia. Specifically this paper aims to attain and meet the following objectives:
- What are the present economic situations and future prospects of Asian countries?
- What are the global and regional trends that affect the human resource development in Asia?
- What are the skills needed by business organization to cope with the global and regional trends influencing HRD in Asia?
- What are the issues/challenges for organizational management in Asia ?
To be able to attain and meet the objective of the HRD in Asia investigation and research, the research will be using descriptive approach to gather pertinent data for analysis and to decide for the conclusion of this paper. Based on the objectives, this research can be considered as descriptive since it seeks to find the different information and aspect regard human resource development in Asia. The research method that will be utilized and considered in this study is based on qualitative and quantitative approach. The qualitative approach enables an iterative and flexible technique, while the quantitative research enables the specification of the depended and independent variables to be utilized and considered in this study. In addition, it also allows longitudinal measures of subsequent performance of the HRD in Asia investigation and research (Creswell, 2003). In this HRD in Asia investigation and research, the choice and design of the research approach are constantly modified based on the ongoing data analysis (Jancowics, 2000). The main purpose of this study is to analyze the human resource development in Asia.
This study will be using primary and secondary data source. The primary data will come from a survey-questionnaire to be distributed to the staffs and personnels of Asian companies and the secondary data will be from different documents published and unpublished from libraries, internet source and universities, books, magazines and articles and journals regarding human resource development. This research paper will use support secondary research to provide relative conclusion. Furthermore, this study will try to be supported by theoretical aspects as the research will use management theories to support the findings. The author will try to formulate concepts that adhere to the topic of the study of knowing the relationships of the data gathered. In this research proposal, the researcher will use purposive sampling for the selection of the respondents. Purposive sampling is relevant to this study since the approach is very simple and easy to comprehend.
The respondents of the study compose of 50 staffs and personnels from a chosen Asian company and the researcher will provide the questionnaire to gather pertinent data. Surveys are conducted to gather data from the staffs and personnels so as to generalize the results (Commonwealth of Learning, 2000). In this research, the survey form is consisted of questions and statements in which the respondents will assess through the use of Likert Scale. The following diagram shows the step by step procedure of this HRD in Asia investigation and research.
Input – Process – Output Model
The figure below shows the general structure of the dissertation. Substituting the important details of this HRD in Asia investigation and research diagram, the researcher came up with the following:
Significance of the Study
This HRD in Asia investigation and research will be significant and essential to the Asian countries and organization who want to have knowledgeable and efficient human resources. In addition, this HRD in Asia investigation and research will also contribute to further understand and comprehend the importance of different factors that affect human resource development in Asian countries. As noted, this paper will specifically deal with Asian organizations and how they handle human resource development. The result of this research will also contribute to the understanding of business enterprise in Asia..
This research dissertation will also be essential and valuable to Asian industry, specifically those industries that are planning to consider human resource development approach. The survey of the research dissertation will help identify what Asian industry’s consider in developing human resources.
Commonwealth of Learning. (2000). Manual for Educational Media Researchers: Knowing your Audience. Vancouver, Canada: Commonwealth Educational Media Centre for Asia (CEMCA). Online available at http://www.cemca.org/newsletter/sep2001/sep2001.htm, Accessed September 19 2008
Creswell. J.W. (2003) Research design. Qualitative, quantitative and mixed methods approaches. Thousand Oaks, CA: Sage. Online available at www.msvu.ca/ARCFamilyWork/pdf_files/MixedMethodologyHandout.pdf Accessed September 19 2008
Hill, E. and Wiens-Tuers, B. (2002) Do they bother? Employer training of temporary workers. Review of Social Economy, Vol. 60, p. 1.
Jankowics, A.D. (2000). Business Research Projects. Third Edition, London: Business Press Thompson Learning.
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