Journal of World Business
Volume 39, Issue 4, November 2004, Pages 349–361
 

Johngseok Bae (a), , Chris Rowleya, (b), ,
a Korea University Business School, 5-1 Anam-dong, Sungbuk-gu, Seoul 136-701, South Korea
b Faculty of Management, Cass Business School, City University, 106 Bunhill Row, London EC1Y 8TZ, UK
http://dx.doi.org/10.1016/j.jwb.2004.08.003

Abstract
 In this paper we examine human resource development (HRD) at various levels and in different dimensions. We develop a framework to locate the context and outcomes of HRD. Using South Korea as an example, we analyze the importance of human resources (HR) and HRD, providing some macro and micro empirical evidence, such as expenditure in the area of training and development (T&D) over time in various aspects. We also develop hypotheses regarding the relationship of spending on T&D. This is both organizational (e.g., product differentiation, learning culture) and HR (e.g., employee empowerment, long-term worker attachment to companies) aspects. The implications for business and management of developments in each of these areas are also spelt out.