International Journal of HRD Practice Policy and Research
Volume, 3 Number 2, 2018
ISSN 2397-4583

  • Welcome to Issue 2 of 2018. The topics in this issue range from the impact of leadership development to the relationship between ethics and HRD. In between we have the first of a two-part article exploring the relationship between HRD and Capacity Building. I look forward to part 2 which will apply this first phase of the authors’ research to the country of Bahrain. The article on the research and evaluation toolkit offers something a little different. It outlines a resource, applicable to mentoring programmes in all sectors and organisational context but importantly is itself research based. It is particularly pleasing to be able to include the interview with Fostine Odhiambo, former Group HR, Training & Development Director with the Turks Group, based in East Africa. This ensures HRD in Africa is firmly on the agenda for the Journal and its future coverage. I am indebted to my EAB colleague, Paul Turner, for introducing me to Fostine and setting up the interview possibility. And, we continue to explore what HRD might look like in the future. In the article from Tricia Harrison and colleagues the focus is the surprises that might await HRD. Fascinating stuff.

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Articles

HRD Forum

  • HRD Forum — Viewpoint

    Fostine is an HR professional with over 11 years’ experience. Professionally qualified with a BCOM (HRM) from KCA University — Kenya, a Higher National Diploma in HRM from The Kenya Polytechnic University College and a Diploma in PM from the Railway Training Institute (RTI) Kenya. He began his HR career in 2007. He worked with Moorgate Ltd — a company operating restaurants and casinos in Kenya and Congo where, in due course, Fostine became Regional HR Manager. After five years with Moorgate Ltd. he moved to the Turkys Group of Companies based in Zanzibar with several branches in Tanzania and Comoros. It is an organization with over 3,000 employees, operating in a wide range of sectors — hotels, oil and gas, healthcare, cement production, beverage production and bottling, real estate, marine transport and telecommunications. At Turkys, Fostine became Group HR, Training & Development Director. Whilst a major role with the Turkys Group of companies was to establish an HR function, where this was often totally absent, human resource development has been at the heart of Fostine’s professional practice. “People are number 1 number 2 and number 3.” Currently Fostine is leading Frei Associates, East Africa Ltd., a company championing for Employee-Employer Branding within East Africa.

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  • HRD Forum —Viewpoint

    Abstract

    My recent article for this Journal — In Search of Individual and Organizational Fairness in Policing (2018) — introduced some thoughts about the importance of organizational justice, particularly in relation to totemic organizational policies and procedures such as misconduct and performance management. I attempted to ground my thoughts in the direction of practical application in the workplace. To assist, I built on one of Matthew Syed’s (2015) core arguments about the crucial cultural shift from blame to learning. In Syed’s work, he contrasted the domains of medicine and aviation. My attention was focused on my own experiences and observations in UK policing.

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  • HRD Forum — Book Review

    There are many books about cross cultural management, from academic analyses to practitioner guides. Why, then, in this crowded field, do I recommend Jasmin Mahadevan’s Cross Cultural Management, an addition to the excellent “Very Short, Fairly Interesting, Reasonably Cheap” series, as essential and timely reading? There are a number of reasons. The international nature of business and commerce continues to expand, and to be relevant to an increasing number of us. Cross cultural working now includes, alongside scenarios such as managerial expatriation or cross border negotiations, more complex and possibly ambiguous situations. For example, international project collaboration with culturally diverse, often geographically dispersed, teams. Cultural diversity continues to matter, and continues to be implicated in both positive and negative outcomes. Cross cultural training is an industry (of which this reviewer is part, and which is the subject of thoughtful and somewhat sobering analysis in this book).

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