The main purpose of this study is to understand the nature and maturity level of HRD activities in Libyan manufacturing companies, and to investigate how far Libya has moved along a continuum comprising traditional T&D to HRD practices. It aims to assess whether the concept of HRD can be applied to activities of these companies. This study aims in particular to deduce empirical evidence through descriptive accounts of HRD and to compare them with standard HRD models. A descriptive methodology has been adopted in this research, and multi-methods (qualitative and quantitative) are used to gather and analyse multi-sources of data that comprise observation, semi-structured interviews, questionnaires, literature, and official documents. Triangulation analysis has been employed, which is appropriate for multi-source data. The findings include: The majority of the investigated companies do not have a formal HRD system. HRD programs are still carried out on a piecemeal basis rather than through a systematic long-term policy. Findings which were common among the majority of the approached companies were: an absence of a systematic organisational training needs analysis; the use of traditional training methods; and a lack of effective procedures for T&D evaluation. All of this shows that Libya has made little progress along the continuum from T&D to HRD, and that this progress is mostly confined to large manufacturing companies. Findings revealed that in order to move to the practice of HRD in the manufacturing sector, Libya is faced with the challenge of enhancing employees' learning and development in the workplace and coping with the demand for knowledge-workers. These challenges and the various deficiencies in the HRD system are observed to have resulted from the lack of professional and intellectual HRD expertise. This has implications for the continuous development of human resources, as well as for the development of knowledge-workers. From this study, models of HRD have been constructed to simplify the complex and multiple realities associated with developing employees in organisations and to provide a framework against which a clearer understanding of the nature of HRD can be conceptualised and theorised. Therefore, this study contributes to research by mapping the extent of HRD development in the manufacturing companies in Libya and forms a basis upon which future research studies may be developed. From the conclusions of the study, various implications were generated for other researchers, management practitioners and policy makers.
| Identifer | oai:union.ndltd.org:bl.uk/oai:ethos.bl.uk:536991 |
| Date | January 2011 |
| Creators | Abdulrahim, Abdulslam |
| Publisher | University of Gloucestershire |
| Source Sets | Ethos UK |
| Detected Language | English |
| Type | Electronic Thesis or Dissertation |
| Source | http://eprints.glos.ac.uk/3247/ |
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