Handbook of Human Resource Development

• Date: 01 March 2016
• DOI: http://doi.org/10.1002/hrdq.21224
• Author: Sunyoung Park
• Published date: 01 March 2016

HUMAN RESOURCE DEVELOPMENT QUARTERLY, vol. 27, no. 1, Spring 2016 © 2015 Wiley Periodicals, Inc.

Published online in Wiley Online Library (wileyonlinelibrary.com) • DOI: 10.1002/hrdq.21224 151

MEDIA REVIEW

Handbook of Human Resource Development , edited by Neal E. Chalofsky ,

Tonette S. Rocco , and Michael Lane Morris . Hoboken, NJ : Wiley , 2014 . 816

pages, $122.01 (paperback), ISBN-13: 978–1118454022.

Overview

This book is “a handbook that comprehensively and authoritatively cov-

ered the concepts, theory, research, and applications of the field of HRD” (p.

xxxiii), edited by three leading scholars in the field. Based on the editors’ orig-

inal intention to benefit HRD academic programs, this book is clearly targeted

at scholars, scholar-practitioners, and graduate students in HRD. The book is

divided into eight parts consisting of 40 chapters provided by 65 contributors

with diverse backgrounds.

Part One, Foundations of the Discipline of HRD, provides fundamen-

tal knowledge and theory related to the field of HRD through five chapters,

including psychological foundations, system theory, adult learning theory,

management and leadership, and organizational culture (Chapters 1–5). Part

Two, Issues and Perspectives on HRD, covers not only developmental, femi-

nist, and critical approaches to HRD but also issues in defining HRD and prac-

ticing HRD within corporate social responsibility (Chapters 6–10). Part Three,

Developing the Workforce, discusses issues for workforce development such

as expertise, competence, workplace learning, work/life harmony, and self-

formation in work-related learning from HRD perspectives (Chapter11–15).

Part Four, Managing the Workforce, explains the different aspects of work-

force—aging, social justice, disability and health, sexual orientation, interna-

tional and cross-cultural perspectives in HRD (Chapter16–20).

Part Five, HRD in Organization, addresses the roles and responsibilities

of HRD in organizational such as career development, knowledge manage-

ment and organizational learning, motivation and learning transfer, coach-

ing, mentoring, and talent management (Chapter21–26). Part Six, Managing

HRD, presents how to manage HRD issues related to small business, policy,

law, strategy, and morality and ethics (Chapter27–31). Part Seven, Innova-

tive Application, introduces action learning, virtual HRD, strategic mind-

sets, employee engagement, and emotional intelligence as application tools

for HRD research and practice (Chapter32–36). Finally, Part Eight, Future

Direction, provides information about National HRD, HRD certification, HRD

academic programs, and the future direction for HRD including relevance,

governance/certification, technology, and ethics/integrity (Chapter37–40).