| dc.contributor.author | Lyons, Rebecca | |
| dc.description.abstract | In the United States today organizational leaders are concerned with skills gaps, or the
limited availability of qualified workers to fill open positions. The reason for their concern is the
impact of skills gaps on organizational performance in a number of areas including productivity,
customer satisfaction, profitability, and the ability to expand. To address skills gaps, many
leaders choose to employ workforce training and development. Strategic Human Resource
Development (SHRD) is a growing field of research and practice that aims to integrate and align
training and development approaches with organizational strategy to improve organizational
performance. However, there is inconsistent empirical support for the claim that SHRD
positively affects organizational performance.
The current study investigates this claim using structural equation modeling with scores
from National Baldrige Award applicants. Organizations that apply to the National Baldrige
Award utilize the Baldrige Framework for Performance Excellence (Baldrige Framework). The
Baldrige Framework includes SHRD as part of a systematic approach to improving
organizational performance. As such, organizations applying for the National Baldrige Award
receive scores for the use of SHRD as well as organizational performance. The current study
uses these scores to create a structural equation model that statistically illustrates organizational
performance and SHRD’s impact upon it.
The results of the current study clearly illustrate that organizational performance is a
construct comprised of multiple types of organizational results and that SHRD positively affects
the construct of organizational performance. The results provide a causal inference between an
increase in the use of SHRD and improved organizational performance. Therefore, if
organizational performance is important, SHRD matters. | en_US |
| dc.publisher | North Dakota State University | |
| dc.rights | NDSU Policy 190.6.2 | |
| dc.title | Strategic Human Resource Development Impact on Organizational Performance: Does SHRD Matter? | en_US |
| dc.type | Dissertation | en_US |
| dc.type | Video | en_US |
| dc.date.accessioned | 2018-04-24T17:58:33Z | |
| dc.date.available | 2018-04-24T17:58:33Z | |
| dc.date.issued | 2016 | en_US |
| dc.identifier.uri | https://hdl.handle.net/10365/28020 | |
| dc.rights.uri | https://www.ndsu.edu/fileadmin/policy/190.pdf | |
| ndsu.degree | Doctor of Philosophy (PhD) | en_US |
| ndsu.college | Human Sciences and Education | en_US |
| ndsu.department | School of Education | en_US |
| ndsu.program | Teacher Education | en_US |
| ndsu.program | Education | en_US |
| ndsu.advisor | Ray, Christopher M. | |
