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Outputs (204)

Innovation and human resource development (HRD) (2014)
Journal Article
Sheehan, M., Garavan, T. N., & Carbery, R. (2014). Innovation and human resource development (HRD). European Journal of Training and Development, 38(1/2), 2-14. https://doi.org/10.1108/EJTD-11-2013-0128

Purpose – The purpose of this paper is to provide a prologue to the issue of human resource development (HRD) and innovation which has been under-researched despite the widespread recognition of the critical role of innovation for sustained national... Read More about Innovation and human resource development (HRD).

A review of international HRD: incorporating a global HRD construct (2012)
Journal Article
Garavan, T. N., & Carbery, R. (2012). A review of international HRD: incorporating a global HRD construct. European Journal of Training and Development, 36(2/3), 129-157. https://doi.org/10.1108/03090591211215579

Purpose – The aim of this paper is to review published conceptual and research papers within the field of international, comparative and cross‐cultural HRD.Design/methodology/approach – The paper's approach is a targeted literature review focusing o... Read More about A review of international HRD: incorporating a global HRD construct.

Mapping talent development: definition, scope and architecture (2012)
Journal Article
Garavan, T. N., Carbery, R., & Rock, A. (2012). Mapping talent development: definition, scope and architecture. European Journal of Training and Development, 36(1), 5-24. https://doi.org/10.1108/03090591211192601

Purpose – The purpose of this paper is to explore the concept of talent development, define its scope and identify the issues involved in formulating talent development strategies in organisations.Design/methodology/approach – The paper reviews the... Read More about Mapping talent development: definition, scope and architecture.

Through the looking glass: challenges for human resource development (HRD) post the global financial crisis – business as usual? (2012)
Journal Article
MacKenzie, C. A., Garavan, T. N., & Carbery, R. (2012). Through the looking glass: challenges for human resource development (HRD) post the global financial crisis – business as usual?. Human Resource Development International, 15(3), 353-364. https://doi.org/10.1080/13678868.2012.669236

An important question for human resource development (HRD) concerns how its practices may have contributed to the global financial crisis. Commentators have highlighted that HRD must take some of the blame. First, we consider whether HRD's tradition... Read More about Through the looking glass: challenges for human resource development (HRD) post the global financial crisis – business as usual?.

The Psychological Contract in Call Centres: An Employee Perspective (2008)
Journal Article
Cross, C., Barry, G., & Garavan, T. N. (2008). The Psychological Contract in Call Centres: An Employee Perspective. Journal of Industrial Relations, 50(2), 229-242. https://doi.org/10.1177/0022185607087899

The call centre industry is a relatively recent phenomenon, which has changed the face of the service sector (Frenkel et al., 1998). For a comparatively new contender it has created a large share of internal human resource problems. Common issues of... Read More about The Psychological Contract in Call Centres: An Employee Perspective.

Collective Learning Processes and Human Resource Development (2008)
Journal Article
Garavan, T. N., & McCarthy, A. (2008). Collective Learning Processes and Human Resource Development. Advances in developing human resources, 10(4), 451-471. https://doi.org/10.1177/1523422308320473

Collective learning is important to both human resource development (HRD) researchers and practitioners. Collective learning is a broad term and includes learning between dyads, teams, organizations, communities, and societies. Most conceptions of co... Read More about Collective Learning Processes and Human Resource Development.

Studying HRD Practitioners: A Social Capital Model (2005)
Journal Article
Gubbins, M. C., & Garavan, T. N. (2005). Studying HRD Practitioners: A Social Capital Model. Human Resource Development Review, 4(2), 189-218. https://doi.org/10.1177/1534484305275769

The work of the human resource development (HRD) practitioner is continuously evolving. Human resource development is now expected to make a strategic level contribution and contribute to individual and organizational effectiveness. Human resource d... Read More about Studying HRD Practitioners: A Social Capital Model.

Organisational restructuring and downsizing: issues related to learning, training and employability of survivors (2005)
Journal Article
Carbery, R., & Garavan, T. N. (2005). Organisational restructuring and downsizing: issues related to learning, training and employability of survivors. Journal of European industrial training, 29(6), 488-508. https://doi.org/10.1108/03090590510610272

Purpose – This article sets out to look at how employees who have survived an organisational downsizing and restructuring process adjust to meet the dynamics of the organisation, develop new skills and competencies, and the extent to which they take... Read More about Organisational restructuring and downsizing: issues related to learning, training and employability of survivors.

Human capital accumulation: the role of human resource development (2001)
Journal Article
Garavan, T. N., Morley, M., Gunnigle, P., & Collins, E. (2001). Human capital accumulation: the role of human resource development. Journal of European industrial training, 25(2/3/4), 48-68. https://doi.org/10.1108/EUM0000000005437

Introduces the special issue “Human resource development: sectoral and invention‐level evidence of human capital accumulation”. Reviews the concepts and definitions of intellectual and human capital. Considers human capital from individual (employab... Read More about Human capital accumulation: the role of human resource development.

Predicting hotel managers’ turnover cognitions (2003)
Journal Article
Carbery, R., Garavan, T. N., O'Brien, F., & McDonnell, J. (2003). Predicting hotel managers’ turnover cognitions. Journal of Managerial Psychology, 18(7), 649-679. https://doi.org/10.1108/02683940310502377

This paper reports the findings of a study which tested a model that predicts the turnover cognitions of hotel managers. Several predictor variables of turnover intentions were identified: perceived psychological contract breach and felt violation;... Read More about Predicting hotel managers’ turnover cognitions.

360° feedback process: performance, improvement and employee career development (2001)
Journal Article
McCarthy, A. M., & Garavan, T. N. (2001). 360° feedback process: performance, improvement and employee career development. Journal of European industrial training, 25(1), 5-32. https://doi.org/10.1108/03090590110380614

360° feedback processes have gained popularity as a performance management and career development tool in contemporary organisations. This monograph explores the nature of 360° feedback, investigates the factors which have influenced its emergence a... Read More about 360° feedback process: performance, improvement and employee career development.

Understanding the Irish VET system: beyond neoclassicism (2001)
Journal Article
O’Donnell, D., Garavan, T. N., & McCarthy, A. (2001). Understanding the Irish VET system: beyond neoclassicism. International Journal of Manpower, 22(5), 425-444. https://doi.org/10.1108/EUM0000000005849

Neoclassical approaches continue to dominate evaluations of national skill‐formation systems. Argues for the benefits of including alternative interdisciplinary and theoretically grounded approaches in any evaluation of the Irish system as it relate... Read More about Understanding the Irish VET system: beyond neoclassicism.

Contemporary HRD research: a triarchy of theoretical perspectives and their prescriptions for HRD (2000)
Journal Article
Garavan, T. N., Gunnigle, P., & Morley, M. (2000). Contemporary HRD research: a triarchy of theoretical perspectives and their prescriptions for HRD. Journal of European industrial training, 24(2/3/4), 65-93. https://doi.org/10.1108/03090590010321926

Addresses some of the key debates within the HRD literature and considers the extent to which HRD can be described as a field of study. The paper addresses the issues raised in the contributions that make up this special issue and identifies a broad... Read More about Contemporary HRD research: a triarchy of theoretical perspectives and their prescriptions for HRD.

Human resource development literature: current issues, priorities and dilemmas (1999)
Journal Article
Garavan, T. N., Heraty, N., & Barnicle, B. (1999). Human resource development literature: current issues, priorities and dilemmas. Journal of European industrial training, 23(4/5), 169-179. https://doi.org/10.1108/EUM0000000004567

Reviews the state of current HRD literature in terms of definitional issues, alternative models, dominant justifications and biases. Articulates the view that the literature is fragmented, multifaceted, and reflects a diverse range of perspectives a... Read More about Human resource development literature: current issues, priorities and dilemmas.

Viewpoint: Linking training policy and practice to organizational goals (1997)
Journal Article
O’Donnell, D., & Garavan, T. N. (1997). Viewpoint: Linking training policy and practice to organizational goals. Journal of European industrial training, 21(9), 301-309. https://doi.org/10.1108/03090599710189144

Argues that a human resource development (HRD) strategy, in alliance with a global‐arching human resource management (HRM) strategy, is the most effective way to link training policy and practice to organizational goals. Both manufacturing and servi... Read More about Viewpoint: Linking training policy and practice to organizational goals.

HRD stakeholders:: their philosophies, values, expectations and evaluation criteria (1995)
Journal Article
Garavan, T. N. (1995). HRD stakeholders:: their philosophies, values, expectations and evaluation criteria. Journal of European industrial training, 19(10), 17-30. doi:10.1108/03090599510095834

Reports empirical evidence on stakeholders′ perceptions vis‐à‐vis the HRD function. Examines both internal and external HRD stakeholder groups and identifies their expectations, values, beliefs and evaluation criteria as they relate to the HRD funct... Read More about HRD stakeholders:: their philosophies, values, expectations and evaluation criteria.

Trade union attitudes to training and development:: the road to a more positive and proactive approach? (1995)
Journal Article
Costine, P., & Garavan, T. N. (1995). Trade union attitudes to training and development:: the road to a more positive and proactive approach?. Journal of European industrial training, 19(10), 38-44. doi:10.1108/03090599510095843

Examines the attitudes of trade unions to training and development and how this has evolved over the last 25 years. Identifies forces which are bringing about a change in attitude and the key challenges for the future.

Stakeholder analysis: the implications for the management of HRD (1995)
Journal Article
Garavan, T. N. (1995). Stakeholder analysis: the implications for the management of HRD. Journal of European industrial training, 19(10), 45-46. doi:10.1108/03090599510095852

Considers some of the issues raised in the previous articles. Presents a number of guiding principles for HRD management and looks at a number of structural mechanisms to make a steerer model of stakeholder management practicable.

Eliminating inequality: women‐only training, part 2 (1995)
Journal Article
Brew, K., & Garavan, T. N. (1995). Eliminating inequality: women‐only training, part 2. Journal of European industrial training, 19(9), 28-32. doi:10.1108/03090599510096635

Describes the new opportunities programme at An Post, the Irish postal service. Follows on from Part 1 in which the literature on women‐only training was considered. Focuses on the actual operation of the programme. First gives a brief background to... Read More about Eliminating inequality: women‐only training, part 2.