Journal Article Critique

Question

HRD 340 Writing for the Workplace: Journal Article Critique

Each student will complete two reviews of literature utilizing scientific peer-reviewed journal articles that are data-driven, practical or theoretical in nature.

Please note: Only scholarly research articles also known as peer-reviewed journal articles will be accepted for this assignment. Magazines, web pages, and newspaper articles will not be acceptable. Some examples of peer-reviewed journals in the HRD discipline include: Human Resource Development Review, Performance Improvement Quarterly, Journal of European Industrial Training, Advances in Developing Human Resources, Human Resource Development Quarterly, etc.

At this stage in your development as a writer and researcher, it is assumed that you are new to the process of reviewing and critiquing research articles. Consequently, this journal article critique assignment will require your analysis and reaction to two research articles.

To complete this assignment you must select two scholarly journal articles (one should be a scholarly data-driven article; while the other one may be data-driven, theoretical, or practical in nature).

Answer

Title: Writing for the Workplace: Journal Article Critique

 

Contents

First Article. 2

First Part: 2

Problem being addressed. 2

Purpose of the study. 2

Method. 2

Findings. 3

Conclusions. 3

Second Part: 3

  1. Strengths of the journal article. 3

Second Article. 4

First Part: 4

Problem being addressed. 4

Purpose of the study. 4

Method. 4

Findings. 4

Conclusions. 5

Second Part: 5

Strengths of the journal article. 5

Applicability. 5

Other interesting aspects of the study. 5

References. 6

 

First Article

Burke, L. A. & Hutchins, H. M. (2008). A study of best practices in training transfer and proposed model of transfer. Human Resource Development Quarterly, 19(2), 107-128.

First Part:

Problem being addressed

This study addresses the problem of outdated, inadequate and limited training transfer works in literature and the lack of extensive research on the same. It does this by establishing and informing trainers on what the best model in regard to training transfer would be.

Purpose of the study

The study aims to explain how training of professionals would enable them to support learning transfer in their specific companies and organizations by applying their various experiences. The idea behind this is that by focusing on the training of professionals and not just managers and trainees; they are able to feel comfortable enough to pitch new ideas that can be incorporated in the organizations.

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Method

Different surveys are carried out with the aim of finding the most suitable practice for supporting training transfer. This data is collected from various training professionals that are experienced after which procedures based on content analysis are applied in order to interpret the data collected throughout the surveys.

Findings

According to the data collected, some of the practices that were considered the best when dealing with transfer training include coaching, applying interactive training activities, giving professionals opportunities to perform and conduct trainings that are job-relevant. Moreover, in order to boost training transfer, it is suitable to carry out the program in a work context.

Conclusions

The authors of the article conclude that for any training transfer program to work, the various trainers within an organization need to have the same goal and idea of what the best way of training would be. This approach will enable the training program to deliver great results.

Second Part:

1. Strengths of the journal article

One of the strengths of this journal article is that it employs a very methodical approach to answer the research questions. Moreover, the authors take time to explain bit by bit the main ideas being communicated while at the same time giving appropriate examples.
2. Applicability

The findings of this study can be applied in any organization that undertakes training programs for its employees, no matter how big or how small it may be. All key persons in such organizations should take time to read and evaluate it in order to find out what would be most relevant in their specific workplace in terms of training transfer.
3. Other interesting aspects of the study

One notable aspect is that I realized that the article limits its scope to the U.S. context. I believe that for any scholarly research study to hold weight, it needs to be authored with a global perspective in mind. That way, researchers and learning institutions will be encouraged to come up with solutions that apply not just to one region, but rather, across the world.

Second Article

Halbesleben, J. R., & Rotondo, D. (2007). Developing social support in employees: Human resource development lessons from same-career couples. Advances in Developing Human Resources, 9: 544-555.

First Part:

Problem being addressed

This study addresses the problem that managers have continued to encounter in terms of developing social support systems for same-career couples. This undertaking is based on the realization that social support is a crucial issue in all working environments across the globe.

Purpose of the study

The study sets out to analyze how exactly same-career couples can be used to shed some light on the process of providing social support to all the other employees. Same-career couples refer to those employees that work in the same workplace as their partners or are in the same profession.

Method

The study employs the conservation of resources (COR) model whose main purpose is to identify the issues that lead to employee stress in order to clearly explain what role same-career couples play in coming up with lessons that the employees and the human resource development (HRD) programs can learn from.

Findings

Results suggest that the main reason behind employee stress particularly for same-career couples is imbalance between work demands and the available resources. When the demand becomes greater than resource availability, stress is bound to build up among the employees.

Conclusions

There are important lessons to be learned from same-career couples, among them being that social support from supervisors is important in HDR programs as it brings about career development. Similarly, it is important for families to be involved in an employee’s work life. This observation applies to those partners that do not work in the same organization or profession. Sharing one’s experiences is an excellent way of providing the much-needed social support.

Second Part:

Strengths of the journal article

This article has gone a long way in making its points valid by using extensive resources. It not only gives a clue of how important the issue of social support is in the current work environments but also uses real-life experiences and simple ways to show how social support can be fostered in the workplace.

Applicability

This research is not only applicable to employees in organizations and companies but also to everyone out there that goes out to work on a daily basis no matter the work environment. It provides important information on how good relations and social support can be fostered in any work environment particularly with same-career couples in mind.

Other interesting aspects of the study

I find it encouraging that the study portrays family as a focal point of all workplace engagements. Work can be stressful at times, but like the study shows, with a family member with whom one can readily share those experiences and struggles, most workplace challenges become easier to deal with.

 

References

Burke, L. A. & Hutchins, H. M. (2008). A study of best practices in training transfer and proposed model of transfer. Human Resource Development Quarterly, 19(2), 107-128.

Halbesleben, J. R., & Rotondo, D. (2007). Developing social support in employees: Human resource development lessons from same-career couples. Advances in Developing Human Resources, 9: 544-555.

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