The transformation of HR (Human Resources) principles from HRM (HumanResource Management) to HRD (Human Resource Development) in nuclearsector: Reflections on the case of a newly established nuclear power plant
Başlık çevirisi mevcut değil.
- Tez No: 780531
- Danışmanlar: PROF. DR. ADRİAN CAMPBELL
- Tez Türü: Yüksek Lisans
- Konular: Kamu Yönetimi, Public Administration
- Anahtar Kelimeler: HRM, HRD, nuclear sector HR, talent management and development, training, and education, IHRMD
- Yıl: 2022
- Dil: İngilizce
- Üniversite: The Unıversıty Of Bırmıngham
- Enstitü: Yurtdışı Enstitü
- Ana Bilim Dalı: Belirtilmemiş.
- Bilim Dalı: Belirtilmemiş.
- Sayfa Sayısı: Belirtilmemiş.
Özet
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Özet (Çeviri)
This research investigated how transformation from HRM to HRD is necessary in the nuclear sector's human resource perspective. The study begins with examining the background of HRD as HRM concept. The background is important to enlightened how concept has been built and why previous concept didn't address some problems adequately. The HRD concept is built on the structure of HRM basis but is differentiated in some respects and HRD is quite the opposite of HRM in terms of answering issues on which HRM remained insufficient. The study argues that the nuclear sector, as a public-oriented and innovative technology sector, should be managerially integrated by HRD rather than HRM. In particular, the concern with which is also reflected in the HR perspective. One of the main imperatives of this situation is the need to hire high-skilled people in a sustainable way and keep them in the organization for the long term. High-skilled talents must be managed in a different and more complex way than others. The classical human resource management approach has insufficient means to solve this, and they need special solutions that can solve the skill shortage problem. The main argument in this study is that a sustainable solution to the skills shortage problem in nuclear sector HR can be achieved through HRD. The study mainly focuses on newly established nuclear power plants, but the problems of NPPs are considered as long-term. Overall, the concept of HRD has been interpreted in this study from three aspects emphasizing the main subject of the research. These are talent management and development, education, and training, IHRMD. The study draws on three different perspectives: academic literature research, practical examples from nuclear-related organizations, and real-life experience from interviewees, which serve to explain how HRD's nuclear sector workforce can be developed
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