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What is it like to be an independent...

Beck, Jules Karroll.

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What is it like to be an independent, international HRD consultant?

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	What is it like to be an independent, international HRD consultant?/
作者:	Beck, Jules Karroll.
面頁冊數:	147 p.
附註:	Major Adviser: Gary N. McLean.
Contained By:	Dissertation Abstracts International63-03A.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3047617
ISBN:	0493617280

What is it like to be an independent, international HRD consultant?
Beck, Jules Karroll.

What is it like to be an independent, international HRD consultant? - 147 p.

Major Adviser: Gary N. McLean.

Thesis (Ph.D.)--University of Minnesota, 2002.

The insights gained in this study might help independent, international consultants better prepare themselves for the rigors and joys that attend international consulting, as well as help contribute to the practice of HRD.

ISBN: 0493617280Subjects--Topical Terms:

626628
Business Administration, Management.

What is it like to be an independent, international HRD consultant?
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502 $a Thesis (Ph.D.)--University of Minnesota, 2002.
520 $a The insights gained in this study might help independent, international consultants better prepare themselves for the rigors and joys that attend international consulting, as well as help contribute to the practice of HRD.
520 $a This hermeneutic phenomenological study investigated the experiences associated with being an independent, international HRD consultant. Ten HRD consultants (seven men and three women) were interviewed in the fall and winter of 2001–2002. The interviews in the first round were 60 to 90 minutes long and were conducted in person or by telephone. Follow-up interviews, also in person or by telephone, were conducted about six weeks later when study participants were asked to react to summaries of preliminary findings about study themes. I conducted a thematic analysis of the transcribed interviews to discover commonalties among study participant experiences.
520 $a The themes that emerged from the study included adjustment, the business of HRD, energizing, ethical issues, exhausting, growth, impact, peril, sense of place, and unpredictability. The subthemes that were identified (with associated theme in parentheses) included reentry (adjustment), changes in HRD (the business of HRD), collaboration (the business of HM), gender issues (ethical issues), isolation (sense of place), and immersion (sense of place).
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