Thus this report finally draws a few positive and negative correlations between and among HRD related variables including the proposition that modern HRD practices and policies are highly characterized by the leader's desire to constantly upgrade employees' skills. Thus the paper focuses on the general trends related HRD practices and policies in the world.
This study basically draws on the HRD policy based convergence/divergence parameters of the organization for the continuous analysis for a proper articulation of the HRD strategy at a broader level though its theoretical underpinnings are based on the need to focus attention on the evolving environment of competition. HRD policies and initiatives have received greater attention in the current period due to highly articulate employee skills training and development strategies at the individual firm level. Thus the theoretical and empirical analysis of this paper is based on the available literature on the subject at a global level along with an analysis based on the business organizations' own HRD practices. ...
onstructs underlying this approach have been presented as a uniform analysis there is very little attention being focused on the qualitative paradigm shift caused by the a priori and a posteriori catalytic changes. Thus the qualitative shift in this study is essentially based on these outcomes and the latest calibrations and/or benchmarks enunciated by researchers to establish a conceptual framework for analysis. This paper just focuses on the latest HRD related practices and theoretical evolutionary process with reference to the global level.
HRD function as against HRM is much facilitated when scale of operations expands beyond a certain minimum level. New recruits could be trained and put on the full-time workforce with the added advantage of having a continuous supply of skilled labor for future growth. Training & Development of skills have been emphasized by management experts with a view to making use of extra space in a new setting (Craig, 1996). Environmental benefits apart a new setting would allow the management to employ new training methods. As a corollary of the above it must be noted that HRD practices in culturally diverse organizations pose a formidable challenge to the leader/manager.
Theoretical intricacies apart there is also a highly dynamic correlation between value judgments and leadership role in the organizational context where HRD practices are concerned. HRD strategies are closely aligned with leadership roles that percolate down to the bottom-line of the organization. The organizations adopt a similar strategically determined functional variant of HRD models that are basically culturally diverse and internationalist in nature (Rothwell, 2005). Cultural diversity of the workforce might act as a constraint on the HR