Universal Values based Human Resource Development Model
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Abstract
Purpose – This research aims to answer the questions for more empirical research on identity theory by exploring the role of training and impact of human resource development (HRD) system, and to find out the gap between HRD practice and holistic approach in organizations Design/methodology/approach – This study uses ethnomethodology , phenomenology and self exploration method . Findings – The research found a gap between current training module and needs to set HRD practices according to universal human values approach and suggest model to fulfill the same. It found a gap between policy and practice has one or two dimensional approach instead of holistic perception. This gap is because of lack of understanding and awareness. Research limitations/implications – This paper used ethnomethodology , phenomenology and self exploration method , which may vary from person to person during interpretations. These method based on exploration and collection of data from day – to-day events which higly depend on observer. Further research is required to confirm these results using several data sources. Practical implications – Managers and HRD functions should increase both soft policy and soft practice and ensure there is no gap between policy and practice. To achieve this, organizations should ensure that the HRM function is both strategic and effectively resourced. Originality/value – This research makes a theoretical and empirical contribution to debates on the role that HRD practices play in organizations. It also adds value to HRM research and practice.