The Problem Human resource development (HRD) research has sought to demarcate a human developmental problem by identifying learning interventions through which individuals can contribute towards group and organizational growth. However, there remains the fundamental problem, which is how to go beyond individualized employee development to a more collective resilience model building against workplace stress. Such lesser effectiveness has led to financial, emotional and psycho-social costs to individuals and collectives. Based on the theoretical analysis of human capital theory, HRD research and literature are lacking in how to more effectively operationalize collective resilience against workplace stress. The Solution A multi-faceted collective workforce resilience intervention conceptual model is proposed to enable both management and employees to overcome ineffective implementation of human development and thereby bounce back from workforce stress. Four aspects of the model’s practical operationalization are proposed as steps to help the HRD community of practitioners and scholars to engrain resilience as a workplace culture in resolving stress. Implications on (1) the identification of workplace stress, (2) the effective design and operationalization of development capacities. (3) the resilience intervention initiatives, and (4) the management of collective workforce resilience are highlighted. The Stakeholders The proposed model is designed for the HRD community, including scholars, practitioners, employees and managers in related HRD contexts.

中文翻译：

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从工作压力中反弹：从人力资源开发部个人员工的发展重点到多方面的集体劳动力适应力干预

问题人力资源开发（HRD）研究试图通过识别个人可以为团体和组织发展做出贡献的学习干预措施来划定人类发展问题。但是，仍然存在一个基本问题，那就是如何超越个人化的员工发展，而建立一种更集体的抵御能力模型，以应对工作场所的压力。这种较低的效力已导致个人和集体付出财务，情感和心理社会成本。基于人力资本理论的理论分析，人力资源开发的研究和文献缺乏如何更有效地发挥集体抵御力以应对工作场所压力的能力。解决方案提出了一个多方面的集体劳动力抵御力干预概念模型，以使管理层和员工都能够克服对人类发展的无效实施，从而摆脱劳动力压力。提出了该模型的实际操作性的四个方面，以作为步骤来帮助人力资源开发从业者和学者社区树立应变能力，将其作为解决压力的工作场所文化。对以下方面的影响：（1）确定工作场所的压力；（2）有效设计和运营开发能力。（3）强调了弹性干预措施，以及（4）集体劳动力弹性管理。利益相关者提议的模型是针对人力资源开发社区设计的，包括相关人力资源开发背景下的学者，从业人员，员工和管理人员。