This thesis focuses on whether HRD programs and other learning activities are more effective when companies consider HRD goals and objectives more carefully prior to designing such programs. In other words: does the HRD policymaking process influence HRD effectiveness? In most cases, the researcher merely gains an insight into the strategies the company has planned for the future, the so called ‘intended strategy’ (Mintzberg, 1994). That is why this thesis studies the effectiveness of the realised strategy, which is reflected in the term ‘strategic HRD aligning’.
|Award date||9 Apr 1999|
|Place of Publication||Enschede|
|Publication status||Published - 9 Apr 1999|