Constantly changing business and economic environments have challenged organizations to re-think the crucial role of their human resource development (HRD) policies and practices in relation to individual and organizational competitiveness, change and growth. Being proactive/strategic, in HRD terms, corresponds to the concept of strategic HRD maturity, a state evidenced by a specific set of strategic characteristics, but research into this concept within the challenging context of the economic crisis is limited, as is research into employees’ perceptions of it. Previous research has been applied mostly within ‘static’ business and economic environments, with much of the existing strategic HRD models neglecting employees’ perspectives. Semi-structured interviews were conducted with 42 bank employees in Greece, with the aim of examining their perceptions of strategic HRD before and after the global financial crisis. The study raises important questions for both HRD academics and practitioners because its findings indicate a setback in the development of HRD. Whilst there were a few contradicting perceptions, the dominant employee view was that strategic HRD was a theoretical notion rather than an organizational reality.

中文翻译：

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员工对全球金融危机前后的战略性人力资源开发的看法：希腊银行业的证据

不断变化的商业和经济环境使组织不得不重新考虑其人力资源开发（HRD）政策和实践在个人和组织竞争力，变革与增长方面的关键作用。就人力资源开发而言，积极主动/战略性对应于战略人力资源开发成熟度的概念，这一状态由一系列特定的战略特征所证明，但是在经济危机充满挑战的背景下对该概念的研究非常有限，对员工的研究也很有限对它的看法。以前的研究主要应用于“静态”商业和经济环境中，而许多现有的战略HRD模型却忽略了员工的观点。对希腊的42名银行员工进行了半结构化访谈，目的是研究他们对全球金融危机前后的战略性人力资源开发的看法。这项研究对人力资源开发学者和从业人员都提出了重要的问题，因为其发现表明人力资源开发的发展受到了挫折。尽管存在一些相互矛盾的看法，但员工的主要观点是战略性人力资源开发是理论概念，而非组织现实。