From global to regional perspective: unveiling Asia’s human resource development trends through bibliometric lenses

Arifin, Muhammad Aiman; Razali, Razlina; Kamal, Ummu Athilia Article From global to regional perspective: unveiling Asia’s human resource development trends through bibliometric lenses Cogent Business & Management Provided in Cooperation with: Taylor & Francis Group Suggested Citation: Arifin, Muhammad Aiman; Razali, Razlina; Kamal, Ummu Athilia (2024) : From global to regional perspective: unveiling Asia’s human resource development trends through bibliometric lenses, Cogent Business & Management, ISSN 2331-1975, Taylor & Francis, Abingdon, Vol. 11, Iss. 1, pp. 1-23, https://doi.org/10.1080/23311975.2024.2324135 This Version is available at: https://hdl.handle.net/10419/326132 Standard-Nutzungsbedingungen: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden. 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If the documents have been made available under an Open Content Licence (especially Creative Commons Licences), you may exercise further usage rights as specified in the indicated licence. https://creativecommons.org/licenses/by/4.0/ Cogent Business & Management ISSN: 2331-1975 (Online) Journal homepage: www.tandfonline.com/journals/oabm20 From global to regional perspective: unveiling Asia’s human resource development trends through bibliometric lenses Muhammad Aiman Arifin, Razlina Razali & Ummu Athilia Kamal To cite this article: Muhammad Aiman Arifin, Razlina Razali & Ummu Athilia Kamal (2024) From global to regional perspective: unveiling Asia’s human resource development trends through bibliometric lenses, Cogent Business & Management, 11:1, 2324135, DOI: 10.1080/23311975.2024.2324135 To link to this article: https://doi.org/10.1080/23311975.2024.2324135 © 2024 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group Published online: 15 Mar 2024. Submit your article to this journal Article views: 1224 View related articles View Crossmark data Citing articles: 2 View citing articles Full Terms & Conditions of access and use can be found at https://www.tandfonline.com/action/journalInformation?journalCode=oabm20 ManageMent | ReVIeW aRtICLe Cogent Business & ManageMent 2024, VoL. 11, no. 1, 2324135 From global to regional perspective: unveiling Asia’s human resource development trends through bibliometric lenses Muhammad aiman arifina, Razlina Razalib and Ummu athilia Kamala aFaculty of Business and Management, universiti teknologi MaRa, Cawangan Perlis, arau, Perlis, Malaysia; bacademy of Language studies, universiti teknologi MaRa, Cawangan Perlis, arau, Perlis, Malaysia ABSTRACT Human Resource Development (HRD) has evolved tremendously since 1969, following the transition from an individual and organizational focus to a regional perspective. However, a comprehensive review of HRD specifically focused on the asian region using bibliometric analysis has not been published. given this gap, this bibliometric analysis utilized VOS Viewer, Bibliometric R-package, and Map Chart software to evaluate HRD-related publications originating from asia, using data extracted from Scopus. the analysis involved nine indicators, including highly cited papers, influential authors, co-authorship patterns among countries, productive journals and nations, thematic mapping, emerging trends, keyword co-occurrence, bibliographic coupling, and related industries. the results showed that HRD in asia is still undergoing development, with contributions from asian scholars since 1984. as one of the pioneering regional bibliometric studies on HRD, this analysis provides insights to existing scholars, future researchers, and practitioners into HRD developments in asia, while suggesting potential areas for future research advancement. 1. Introduction the introduction of the term ‘human resource development’ (HRD) by Leonard nadler in 1969 has opened multiple streams for research and practices towards developing human resources. this has resulted in the transition of HRD roots from individual and organizational levels of HRD functions such as training and development, organization development, performance improvement, organizational learning, career development, and management and leadership development (torraco & Lundgren, 2019) to a ‘context-specific nature and purpose of HRD’. these context-specific HRD include the individual, family, organization, international organization, community, nation-state, region, and global entity (Crocco & tkachenko, 2020). From a regional perspective, a review of HRD literature reveals attempts by asian authors with varied applications of HRD concepts including in the fields of Business, Management and accounting (Osolase et al., 2023), economics (Kurniasih et al., 2023), engineering (nguyen & Hadikusumo, 2017), Computer Science (Chung & Lin, 2022), environmental Science (tasdiyanto, 2017), Medicine (Kia et al., 2021), arts and Humanities (ahmed etal., 2016), and Psychology (tang, 2020). Since the first published HRD article in 1962 in the Journal of economic History (Bowman, 1962), several authors have reviewed and analysed the global perspective of HR-related research using systematic literature review (SLR) (Jotabá et al., 2022), meta-analysis (Blom et al., 2018) and literature review (Coron, 2021). For instance, in their SLR, Jotabá et al. (2022) analysed 33 years of publications, research trends and intellectual structure of human resource management (HRM) from 1987 to 2020. In another study, Blom et al. (2018) conducted a meta-analysis to explore the differences in the effects of HRM practices on individual performance across sectors. nevertheless, the study did not include other © 2024 the author(s). Published by informa uK Limited, trading as taylor & Francis group CONTACT Muhammad aiman arifin [email protected] Faculty of Business and Management, universiti teknologi MaRa, Cawangan Perlis, Kampus arau, arau, Perlis, 02600, Malaysia https://doi.org/10.1080/23311975.2024.2324135 this is an open access article distributed under the terms of the Creative Commons attribution License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. the terms on which this article has been published allow the posting of the accepted Manuscript in a repository by the author(s) or with their consent. ARTICLE HISTORY Received 20 September 2023 Revised 26 January 2024 accepted 22 February 2024 REVIEWING EDITOR Pablo Ruiz, Universidad de Castilla-La Mancha, Spain KEYWORDS Human resource development; bibliometric analysis; VOS viewer; R-Package; map chart SUBJECTS Human resource development; asian studies; human resource management 2 M.a. aRIFIn et aL. bibliometric information such as highly cited papers, influential authors, productive journals and countries, patterns of co-authorship among different countries, emerging trends, thematic mapping, keyword co-occurrence analysis, and bibliographic coupling of documents. In a different study, Coron (2021) performed a literature review to quantify HRM from the data sources, objectives and representations of quantification in HRM. Despite their comprehensive discussions, these articles were focused on the HRM context which is different in terms of human resource activities and functions (Werner, 2014). Specific to the field of HRD, Shirmohammadi etal. (2020) explored past and current studies to bridge the gaps and project future HRD studies using topic mapping technique of five primary HRD journals. the four journals were Human Resource Development International, Human Resource Development Review, Human Resource Development Quarterly, advances in Developing Human Resource, and european Journal of training and Development. the findings revealed that research on HRD in asia is starting to emerge and holds promising potential. With the proliferation of research that focuses on the global context, some questions remain: ‘How about the asian region?’ and ‘What are the previous, present and future developments of HRD in this region?’. Following calls for more self-confidence in asian scholars (Froese et al., 2022; Meyer, 2006) to enhance data collection and analysis of existing HRD efforts and to establish more evidence-based HRD (tkachenko et al., 2022) it is time for a review that captures the development on this topic and the characteristics of HRD articles in asia as this kind of information is not yet available in the literature. With reference to bibliometric analysis, HR-related topics from the global perspective are for instance, big data analytics, psychology, human resource management, green human resource management, HR analytics, and artificial intelligence (See table 1). HRD at the regional level has been largely unexplored in the scholarly literature. to date, only 19 Scopus articles in the asian context have been published using bibliometric analysis in the fields of social sciences and business, management and accounting. thus, the new emerging contexts and underdeveloped areas in relation to HRD scholarship in the asian region remain unclear. Moreover, there are limited scholarly works that cover summaries on HRD research in asia despite the popularity of HRD literature across different study areas (Pham-Duc etal., 2023). the exceptions are reviews by Pham-Duc etal. (2023) and Yoon and Chae (2022) which were focused on the analyses of HRD research from the global perspectives. as a corollary, Pham-Duc et al. (2023) have directed future HRD studies to be conducted in the asian context. to the authors’ knowledge, no previous research explores the research productivity of asian scholars in HRD research. In the context of asia, several review studies have been conducted to uncover the development of the field in the region. However, these studies were centred around the context of HRM, used different research approaches, and focused on specific countries (Chen et al., 2018; Cooke et al., 2020; Malik etal., 2022; Poon & Rowley, 2010). although the fields of HRD and HRM are related, they are different in terms of perspective. the primary goal of HRD is to ensure that organisational members have access to resources that will enhance their performance capacity and to contextualise their experience in light of the organisational strategic needs and demands of their jobs. this contributes to both long-term strategic performance and more immediate performance improvement. Furthermore, this description of HRD encompasses several facets of HRM as well. Yorks (2005) also emphasises the significance of HRM systems being tailored to strategic HRD. In their model, Mankin (2001) has posited that HRD consists of three elements which are training and development, career development, and organisation development. the model also illustrates how the three themes may intersect. In this context, HRD emphasis on individual learning and knowledge, at the junction of organisational strategy/structure, culture, and HRM, is the main overlap (see Figure 1). the debate from both HRD and HRM sources is consistent with this perspective of HRM as being more comprehensive than HRD. Most people consider subjects like staffing, compensation, and employee relations/ communications to be HRM subjects that do not immediately relate to HRD. Hence, a study that focuses on the contributions of HRD scholars from asia is a missing link. as attested by Babbar etal. (2000), such study brings recognition to the key scholars that contribute to the development of a field and initiates further discussions. Similarly, reviews that centre around emerging areas play a crucial role in offering insights into the present state and categories of research areas within a specific topic and from asian perspective (Donthu et al., 2021; Razali & arifin, 2023). therefore, it is imperative to conduct a thorough examination of existing literature, systematically synthesize its content, COgent BUSIneSS & ManageMent 3 and present the key findings. these reviews can identify research gaps and limitations while suggesting potential directions for future research, thus providing valuable guidance to future researchers. In view of these gaps and the importance of review studies, our study evaluated and assessed the research productivity of HRD authors in asia by reviewing their publications in the Scopus database. Our focus is to understand research productivity at the individual, institutional and country level. to this end, the present study uses bibliometric techniques, which integrate numerous quantitative tools capable of managing enormous data sets related to the literature (Donthu etal., 2021). Following that, the present Table 1. HR-related studies using bibliometrics analysis. no author Paper title study area Database/source(s) Year of publication 1Fauzi et al. (2022)Bibliometric review on human resources management and big data analytics Big data analytics Web of science (Wos) 2022 2Wani and ganaie (2023)Mapping human resource management scholarly literature through bibliometric lenses: a case study of library and information science Human resource management Web of science (Wos) 2023 3Zhang et al. (2023)a bibliometric analysis of the psychologisation of human resource management Psychology scopus and Web of science (Wos) 2023 4Faisal (2023)twenty-Years Journey of sustainable Human Resource Management Research: a Bibliometric analysis Human resource management scopus 2023 5Khan and Muktar (2020)a bibliometric analysis of green human resource management based on scopus platform green human resource management scopus 2020 6Pham-Duc et al. (2023)global scientific literature on human resource development: a bibliometric analysis using scopus database HRD scopus 2022 7arora etal. (2022)a critical review of HR analytics: visualization and bibliometric analysis approach HR analytics scopus 2022 8Yoon and Chae (2022)Research topics and Collaboration in Human Resource Development Review 2012–2021: a Bibliometrics approach HRD Web of science (Wos) 2022 9Mohammad saif and islam (2022) Blockchain in human resource management: a systematic review and bibliometric analysis Blockchain scopus and Web of science (Wos) 2022 10 Danvila-del-Valle et al. (2019) Human resources training: a bibliometric analysis training Web of science (Wos) 2019 11 ghalawat and Kaushal (2021) Research perspective of artificial intelligence and HRM: a bibliometric study artificial intelligence scopus 2021 Note(s): this table shows the HR-related bibliometric studies from the scopus database. Figure 1. a model of HRD, HRM, strategy, and culture (adapted from Mankin, 2001). 4 M.a. aRIFIn et aL. bibliometric analysis examines the current state of the HRD in asia and provides valuable scholarly foundations for advancing future research in the field. Best of our knowledge, the present study will be the first bibliometric analysis of HRD research conducted in the asian context. the following questions are addressed in the present study: RQ1. What are the trends and patterns of development in HRD research from asia up until 2023? RQ2. What are the highly-cited documents and the prolific authors, countries and journals in HRD research from asia? RQ3. What are the thematic patterns in HRD research from asia? RQ4. What are the industries related to HRD research from asia? RQ5. What are the prospective research areas in HRD? 2. HRD: an Asian scope With the increasing influence of HRD theory and practices, studies on the contextual aspects of HRD have also expanded (Jabarkhail, 2023). Scholars have long recognized the regional role in developing human resources (garavan et al., 2016). Despite existing studies on HRD-related individual contexts (garavan et al., 2023) and organizational contexts (Saks, 2021), there is a growing recognition of the importance of national HRD (garavan et al., 2018; Oh et al., 2013). Furthermore, HRD researchers have called for multilevel investigations to advance national HRD research, including regional perspectives (Crocco & tkachenko, 2020). at this point, national HRD can be defined as ‘a collective vision with corresponding activities for HRD carried out by a group of countries for the benefit of their individuals, organizations, communities, nations, and the region as a whole’ (Crocco & tkachenko, 2020). With asia’s population representing almost half of the worldwide labour force of approximately 1.2 billion over 3.43 billion (the World Bank, World Development Indicators, 2022) across 48 countries, strong calls have been made for future investigations, specifically for developing countries, including asia (Pham-Duc et al., 2023). Results from Shirmohammadi et al.’s (2020) study on future HRD reveal that asia’s contribution is vital to the national HRD context. Regarding this, (Mehrotra, 2017) suggests leveraging training and vocational education to create centres of excellence and pre-employment training institutions in african countries, which would address the skill gap in the region and offer potential cooperation between asia and africa. Using an aPeC case study, Haworth (2013) articulates the relationship between states and Mnes as they consider appropriate reconfigurations of HRD in the asian region, contributing to our understanding of global production in the 21st century. More recently, Pham-Duc etal. (2023) discussed the global scientific literature on HRD and suggested conducting future studies from the asian perspective. Following this inquiry, our study focuses on national and regional HRD perspectives, drawing on asian contributions, to explore past, present, and future HRD perspectives in shaping regional HRD in asia. this study assesses and evaluates the research productivity of asian contributors by reviewing their publications across the Scopus database. Our aim is to identify the highly cited papers, influential authors, patterns of co-authorship among different countries, productive journals and countries, thematic mapping, emerging trends, keyword co-occurrence analysis, and bibliographic coupling of documents. this paper starts with a discussion of the methodological approach used. next is a presentation of the results, followed by an analysis of the articles published by asian researchers. the paper concludes with a summary of the contributions and limitations of this study. 3. Methodology 3.1. Bibliometric analysis this study was performed using a bibliometric analysis approach. It is a quantitative approach that enables researchers to identify potential areas of study in a particular field (Wallin, 2005). this method can also be used to evaluate the impact of published works on a given area of study (ellegaard & Wallin, COgent BUSIneSS & ManageMent 5 2015). according to Donthu et al. (2021), by using bibliometric analysis researchers can provide a comprehensive overview of a research topic, identify and highlight knowledge gaps, and therefore propose areas for future research. 3.2. Choosing the database this study utilized the Scopus database as the main source for data extraction. It is one of the most comprehensive databases besides the Web of Sciences and google Scholar. at present, the database has more than 84 million records including more than 18 million open-access items. this corresponds with aksnes and Sivertsen (2019) finding that Scopus has broader coverage as compared to the Web of Science. Meanwhile, google Scholar was not chosen as the database for this study due to its inconsistencies in indexation (Mongeon & Paul-Hus, 2016). 3.3. Technique for analysis We applied the bibliometric analysis procedures specified by Hanaa and abdul (2023) to provide an exhaustive overview of the trends related to HRD studies in the asian context. R-package software and VOS Viewer software were employed to analyse data for the present study. the R-package software identifies the most influential authors, publications, countries and sources based on their total citations and publication count. Moreover, it visualizes the international collaborations among authors, considering the countries of origin of the articles they have authored. Furthermore, we use the software to provide a thematic map and trending HRD topics based on the keywords used in the articles. this enables us to understand the current research themes and project potential areas for future research. On the other hand, the VOS Viewer software shows the relationship between keywords and provides insights into the structure of knowledge in HRD. In addition, we used the software for bibliographic coupling to explain the themes. 3.4. Data collection Data collection and extraction in this study involved a detailed and systematic process using the Scopus database. this involved the researchers using a similar search string as a bibliometric study on HRD by Pham-Duc etal. (2023) in the same database. It should be noted that the researchers purposely did not set a time limit for data extraction as this study intends to capture the evolution of HRD research in the Scopus database. the data collection process involved in the study is illustrated in table 2. 3.5. Scope of search this bibliometric analysis encompasses research on HRD only. that said, only research that explicitly addressed HRD was included in this study while those that did not were excluded. HRD research that was focused on other regions than asia was also excluded. to do this, the researchers selected the asian countries using the filters menu in the Scopus database, hence eliminating unrelated countries. Table 2. search procedure. Filtering criteria excluded included Database: scopus Date of search: 15 July 2023 Keywords: ‘Human Resource Development’ in the article title, abstract and keyword Published from: no time limit Language: documents in english only Document type: include only ‘articles’ Limit to: documents with publication stage as ‘final’ 534 Duplications 1 533 Content screening: articles in which the scope of the study (Human Resource Development) discussed in ‘titles, abstracts, and Keywords’ are only included 306 227 Note(s): this table shows the filtering criteria used to reach the final compilation of 227 studies. 6 M.a. aRIFIn et aL. 4. Results 4.1. Sample characteristics Our final compilation resulted in 227 articles which were produced by 160 journals and written by 160 authors from 34 countries. this sample covered 22 subjects which were published from 1984 to 2023. 4.2. Performance analysis 4.2.1. Publication trend the first recorded HRD study in asia in the Scopus database was that by H. a. B. Parpia (1984) titled, ‘the United nations University’s approach to Human Resource Development in Food Science and technology’. the article was published in Sage’s journal ‘Hunger and technology’. Finding from this study is the foundation of historical research on HRD to train for leadership people who are capable of finding solutions to the problem of food, poverty, and nutrition in relation to socio-economic needs. this research included the participations from all territories with asia is the highest fellows trained in hunger, technology, and society and hunger, health, and society (Parpia, 1984). Figure 2 depicts the total number of papers that are plotted against each year of publication. this figure shows the publishing trend of HRD from 1984 to 2023. It can be observed from Figure 2 that the publication growth of HRD in asia from years 1984 to 2010 was quite modest with less than 7 articles per year. 20 years after the first publication, the number of publications shows a sharp increase in 2011. this is because, there is a noticeable shift in focus from HRD discussions primarily within the field of business and management to an emergence in other disciplines such as engineering, medicine, computer science, and environmental science. this shift indicates a growing recognition of the importance of HRD practices in diverse sectors beyond business, reflecting the broader applicability and relevance of HRD across various professional domains. although the years 2011 to 2023 indicate researchers in asia have started to gain momentum in publication, the trend shows a fluctuation within those years with the year 2020 (22 articles) being the most productive. Correspondingly, with 2023 already entering its third quarter, the number of articles published so far is 7 articles which is more than 50% less than the number of publications in 2022. this indicates publication on this topic in 2023 is not as rapid as the previous year. 4.2.2. Top authors and countries of HRD-related research in Asia table 3 presents the most influential HRD authors in asia as well as the top countries with the most cited documents which have been obtained through citation metrics. Out of the 160 authors, arshad M.a. (Malaysia) and Mahmood a. (Malaysia) emerge as the most influential authors in this field with 92 citations each. this is followed by ahmed a. (Pakistan) with 84 citations. these top three prominent authors focus on the topic of HRD in the context of spiritual quotient towards organizational sustainability and Figure 2. Publication trend of HRD research in asia. COgent BUSIneSS & ManageMent 7 spiritual intelligence for the development of human resources. traditionally, organizations focus on boosting individual knowledge, skills, abilities (intelligence quotient), and emotional control (emotional quotient) to nurture their human capital. Despite this emphasis, organizations often fall short in adopting a holistic approach to HRD, and this oversight can negatively affect their performance. thus, researcher believes when employees possess strong spiritual quotient, they can contribute meaningfully to the organization, leading to improved performance. Researchers also suggest that spiritual quotient is a valuable, multi-dimensional aspect that contributes to a comprehensive HRD mechanism. Meanwhile, in terms of total production, Khasawneh S. (Jordan) produces the highest number of publications with five articles. this is followed by arshad M.a. (Malaysia) and Ismail M. (Malaysia) with four articles each. these top three productive authors focus on the topic of HRD in higher education, spiritual quotient towards organizational sustainability and small medium enterprise. among 34 countries that have a minimum of one document published in this area, the top contributor in HRD research is India with 41 publications followed by Malaysia and Japan with 28 and 26 publications, respectively. Meanwhile, Malaysia has the highest number of citations (249 citations) followed by China (199 citations) and India (160 citations) (See Figure 3 and table 3). 4.2.3. Top sources for HRD-related research in Asia table 4 displays the top publication of HRD research in asia. the two most significant sources are Human Resource Development International and Journal of european Industrial training with 193 and 82 citations respectively. the Journal of european Industrial training is recognized as a prominent source for HRD-related research in asia due to its dedicated focus on training needs specific to the industrial sector. nonetheless, the journal’s relevance extends beyond europe, as it also includes global cases when relevant. However, the most prolific sources in terms of publications are Management Research Review and Journal of european Industrial training with 15 and 6 productions, respectively. examining table 4 with Table 3. top authors and countries of HRD-related research in asia. Ranking author tP institution/country* author tC institution/country* Countries tP Countries tC 1Khasawneh s. 5Hashemite university, Department of Curriculum and instruction, Zarqa, Jordan arshad M.a. 92 universiti sains Malaysia, Minden, Malaysia india 41 Malaysia 249 2arshad M.a. 4universiti sains Malaysia, Minden, Malaysia Mahmood a. 92 universiti sains Malaysia, Minden, Malaysia Malaysia 28 China 199 3ismail M. 4universiti Putra Malaysia, Department of Professional Development and Continuing education, serdang, Malaysia ahmed a. 84 university of turbat, Department of Management sciences, turbat, Pakistan Japan 26 india 160 4Mahmood a. 4universiti sains Malaysia, Minden, Malaysia akhtar s. 84 universiti sains Malaysia, Minden, Malaysia China 18 south Korea 117 5sulaiman n.L. 4universiti tun Hussein onn Malaysia, Faculty of technical and Vocational education, Batu Pahat, Malaysia Hassan a. 82 international islamic university Malaysia, Kuala Lumpur, Malaysia indonesia 17 thailand 102 6ahmed a. 3university of turbat, Department of Management sciences, turbat, Pakistan Khasawneh s. 78 Hashemite university, Department of Curriculum and instruction, Zarqa, Jordan iran 15 Japan 101 7akhtar s. 3universiti sains Malaysia, Minden, Malaysia Choi J.n. 57 seoul national university, seoul, south Korea thailand 14 saudi arabia 99 8sadaike Y. 3tohoku university, sendai, Japan Chaudhary R. 54 indian institute of technology Patna, Patna, india Jordan 13 Jordan 93 9sakurai a. 3tohoku university, sendai, Japan Rangnekar s. 54 indian institute of technology Roorkee, Roorkee, india south Korea 12 Pakistan 73 10 salleh K.M. 3universiti tun Hussein onn Malaysia, Batu Pahat, Malaysia Cchoui M.M. 50 arab open university Kuwait, safat, Kuwait Pakistan 9 indonesia 62 Note(s): institution/Country details generated from the scopus database. tP = total productions; tC = total citations. 14 M.a. aRIFIn et aL. then, content analysis was conducted by analysing each item in these clusters and grouping them under a common theme. Figure 8 illustrates related HRD research in the asian region. Cluster 1 consists of 10 articles that mainly concentrated on the HRD practice, application and challenges (achoui, 2009; Phinaitrup, 2000). Cluster 2 discusses country performance in relation to HRD, and it consists of 9 articles (ahmed et al., 2016; Khalil et al., 2009). Cluster 3 includes 7 articles and it focuses on the impact and effect of HRD (Banmairuroy et al., 2022; Rumman et al., 2020). Cluster 4 consists of 7 articles which mainly revolved around culture, women and economy (al-Kazi, 2011; Hassan et al., 2019; Inanlou & ahn, 2016). Cluster 5 consists of 6 articles that discussed training and employee engagement (Chaudhary etal., 2012; Khasawneh & al-Zawahreh, 2015). Cluster 6 which consists of 5 articles concentrates on issues such as motivation, spiritual and healthcare (arshad et al., 2019; Khan & Sheikh, 2012; Mahmood etal., 2018). Cluster 7 consists of 5 articles that explored the determinants, model, and competency (Salleh & Sulaiman, 2015). Cluster 8 consists of 4 articles that focus on competitive advantage and sustainable growth (Haghighi etal., 2019; Oh etal., 2013; Osman-gani & tan, 1998). Cluster 9 consists of 3 articles that concentrate on Corporate Social Responsibility (CSR) (Sukserm & takahashi, 2012). Finally, Cluster 10 which consists of 2 articles explores the economic factor and social obstacles (Fallah Haghighi & Bijani, 2020; Haghighi et al., 2019). Summary of the research clusters can be seen in table 7. 1. The Impact and Effect of HRD practices, applications and challenges Clusters 1 and 3 focus on the impact, effect, and application of HRD practices as well as the application and challenges in HRD. 2. Performance Cluster 2 concentrates on HRD towards organization and country performance. 3. Culture, women, economy, competitive, sustainable development, CSR, economic and social In general, Clusters 4, 8, 9, and 10 revolve around HRD practices relationship with culture, gender (women) competitiveness, economy and sustainable development. 4. Determinants, model, and competency Finally, Cluster 4 centres around the determinants of HRD practices and the development of competency model. Figure 8. Clusters of related HRD research in asia. COgent BUSIneSS & ManageMent 15 5. Contributing industries in HRD Asia aside from providing training to employees, the HRD function in industries holds significance in various areas, including performance and potential appraisal, career planning, job evaluation, and numerous other facets (Uddin etal., 2016). the data examined from the Scopus database revealed that studies on HRD scholarship in asia were focused on several industries. these industries included hotel industry, tourism, education, s-curve, cocoa, electric vehicle, convention, banking, small and medium-sized enterprises (SMes), textile and garment, construction, agriculture sector, manufacturing, healthcare, biotechnology, telecom, energy, journalism, cultural, oil, petrochemical, chemical, and steel. among all these industries, education emerged as the dominant sector in HRD asia scholarship, accounting for 12 percent of the studies conducted between 1984 and 2023. the second most prominent industry was banking, contributing 9% of the research (Figure 9). this indicates a need for more studies from other industries in the context of HRD asia scholarship. Such research could significantly contribute to the development of human resources and skills, which play a crucial role in economic recovery and sustainable progress (tkachenko et al., 2022). Table 7. Findings summary based on clusters. Cluster theme References Findings Cluster 1 HRD practice, application and challenges achoui (2009); Phinaitrup (2000) a heavy reliance on a small number of natural resources, such as oil and gas, high reliance on foreign workers, poor educational institutions, and low female labour force participation are among the challenging issues of human resource development in gulf countries. Majority of the challenges can be resolved by using technology as a tool to development of HRD. Cluster 2 Country performance in relation to HRD ahmed et al. (2016); Khalil et al. (2009) employee commitment and loyalty to the company can be enhanced by improvingcareer development programs. employees’ performance is greatly influenced by a company’s abilities in program development, implementation, and evaluation. Cluster 3 the impact and effect of HRD Banmairuroy et al. (2022); Rumman et al. (2020) Leaders who focus on learning and assist employees’ growth can indirectly boost a company’s long-term success by encouraging new and creative ideas within the organization. Cluster 4 Culture, women and economy al-Kazi (2011); Hassan et al. (2019); inanlou & ahn (2016) some countries, like india and south africa struggle to make the most of their workforce to boost their economies, unlike countries such as Russia, China, and Brazil, which are more successful in this regard. improved communication between leaders and their team members, trust, and a culture of innovation have a positive connection with employees’ commitment towards an organization. Cluster 5 training and employee engagement Chaudhary et al. (2012); Khasawneh & al-Zawahreh (2015) occupational self-efficacy relates positively to work engagement. HRD climate relates positively to work engagement. self-efficacy relates positively to HRD climate. HRD climate mediates the relationship between occupational self-efficacy and work engagement. Cluster 6 Motivation, spiritual and healthcare arshad et al., (2019); Khan & sheikh (2012); Mahmood et al. (2018) an organization can operate effectively by enhancing the development in areas like intelligence Quotient, emotional Quotient, and spiritual Quotient. Cluster 7 Determinants, model, and competency salleh & sulaiman (2015)the study proposes a HRD Practice Model to establish an evaluation and assessment system. this system will help measure an employee’s competence in performing tasks related to technical skills. Cluster 8 Competitive advantage and sustainable growth Haghighi et al. (2019); oh et al. (2013); osman-gani & tan (1998) the main social challenges that impact HRD are an increase in the number of foreign workers in the job market, frustrations among local graduates, and brain drain. additionally, the results from the exploratory factor analysis suggested that the key social obstacles affecting HRD can be categorized into six factors: migration, lack of emphasis on native talent, preference for foreign talent, gender imbalance, unequal resource distribution, and absence of merit-based practices. Cluster 9 Corporate social Responsibility (CsR) sukserm & takahashi (2012) the study suggested that companies should encourage and support employees to actively engage in learning about corporate social responsibility (CsR) activities to build their confidence. the major finding was that self‐efficacy mediated the relationship between learning and employees’ ethical behaviour. Cluster 10 the economic factor and social obstacles Fallah Haghighi & Bijani (2020); Haghighi et al. (2019) the study highlighted a significant negative gap between current and desired economic factors affecting HRD in iran, including employment, investment, business conditions, and entrepreneurship. to address this, it has recommended for the improvement of employment and entrepreneurship infrastructure, increasing investment, implementing a comprehensive investment plan, and establishing a unified platform for investment and entrepreneurship to enhance iran’s economic standing in terms of human resource development. 16 M.a. aRIFIn et aL. 6. Discussions and conclusion 6.1. Conclusion the present study contributes to the growing body of knowledge on HRD in particular, the asian context. this study has included all the Scopus publications by scholars in asia until 15 July 2023 which allowed for a comprehensive overview of this region. While the concept of HRD appeared almost 61 years ago, which was in 1962, HRD research in asia emerged only 22 years later with its first recorded publication in Scopus in 1984. Since then, limited bibliometric study that focuses on HRD in asia has been published, and this is the article’s main contribution. Our analysis reveals a promising development of scholarly publications on HRD in asia. this can be observed through the positive growth in the number of articles published in Scopus since its first publication in 1984. While an upward tendency is observed since 2011, the number of publications was not rapid. In contrast to findings published in earlier works on its evolution from global perspectives, we identified three sub-periods that corresponded to three development stages of HRD research in asia: the seeding period (1984–2010), the growth period (2011–2018), and the development period (2019–2023) (Pham-Duc etal., 2023). this shows that this study topic is still in its infancy, despite a downward tendency in the annual number of published publications between 2012 and 2015. the number of publications published annually has been rising for the past three years, with the scientific output of 2016 surpassing that of 2015. Specifically, there were 17 articles in 2016 compared to only 7 in 2015. Moreover, our study found that research on HRD in asia did not receive the same amount of attention from scholars in the region. In terms of total production, India tops other asian countries, followed by Malaysia and Japan. On the contrary, Malaysia leads in terms of total citations, followed by China and India. In this sense, fostering collaboration, addressing capacity gaps, identifying research priorities, understanding citation patterns, and implementing supportive policies are essential steps to promote a Figure 9. industry-wise studies on HRD asia. COgent BUSIneSS & ManageMent 17 more inclusive and balanced landscape for HRD research in asia. By implementing these suggestions, the region can enhance its overall contribution to the field and ensure equitable recognition for researchers across different countries (Mcclunie-trust et al., 2022). On one hand, the concentration of the most prominent and prolific researchers in these mentioned countries contributes to an increase in the number of published articles as well as their impact on the community, particularly in asia. as a result, the overall number of publications from India and Malaysia is double that of Japan in third place, while the total number of citations for Malaysia and India is double that of India in third place. Furthermore, the first author’s affiliation in the ten most cited publications came from varied backgrounds (table 3). this diverse background creates fresh potential for the stronger development of this research topic their scholars can form and develop deeper collaboration with their counterparts from other countries. Our study found that five papers from the top 10 publications have 247 Scopus citations out of a total of 414 citations. a total of 160 authors in asia published topics related to HRD, with arshad M.a., Mahmood a. ahmed a. receiving the highest citations. However, taking count the total production, the authors that contributed the most were Khasawneh S., arshad M.a. and Ismail M. Concerning the co-authorship link, Malaysia possesses the highest co-authorship link with other countries. Meanwhile, the analysis of trending topics shows that nascent HRD studies in asia are related to Higher education, training, Human Capital, Motivation, Organizational Culture, Corporate Social Responsibility, Organizational Development, Organizational Performance. the research topics are focused on multiple directions as compared to global perspectives, according to an analysis of keywords. these directions include human resource management, personnel training and management, education for health care planning and human resources, health care quality, health care policy, health care services, and staff development. this discovery may aid future researchers in defining new avenues for study or assist new investigators in identifying possible areas of collaboration with the current researchers. Furthermore, it was demonstrated that HRD research in asia has undergone a transformation towards exploring innovation, employee engagement, and corporate social responsibility. the study utilized bibliometric coupling analysis to presume the thematic structure of HRD-related research in asia, revealing ten distinct areas of focus and uncovering four research streams. Based on the VOS Viewer coupling analysis, we found that Sung S.Y and Hassan a. were the most frequently coupled authors. through content analysis of bibliographically coupled articles and a thematic map in keyword analysis, specific areas could be advantageous for researchers interested in conducting further studies on HRD. Since six of the top ten journals are published by the emerald group, it seems that this publishing firm is the most preferred among scholars studying HRD (table 4). With 15 published articles and 34 citations, Management Research Review is the sole journal that has made a significant contribution to this topic. Five additional journals have limited contribution with only 14 papers and 214 citations (4.65%) are included. Half of the top 10 journals is related to HRD area journals and are in the first quartile. It is crucial to note that papers that are published in prestigious or well-established journals typically receive more attention, are cited more frequently, and have a bigger impact on the community (Pham-Duc etal., 2023). Between 2011 and 2008, five out of the ten published articles received high citations, indicating that articles published during the growth stage are valuable references that have a significant influence on many succeeding studies in this field. Moreover, our bibliometric analysis revealed that the majority of studies conducted on the implementation of HRD in asia were in the fields of business, management and accounting, social sciences and economies. therefore, studies that analyse the practicality of implementing HRD in other areas such as engineering, computer science, environmental science, medicine, arts and humanities, and psychology can be considered for future research. Finally, based on the analysis, it was found that studies on HRD in asia was conducted across a range of different industries with education being the most prominent. the findings also underscore the need for further research in other industries for instance agriculture, manufacturing, healthcare, biotechnology, telecom, energy, journalism, cultural, oil, and petrochemical. Such studies can provide 18 M.a. aRIFIn et aL. insights into the application of HRD in specific industries, therefore enhancing the skills and competencies of their workforce. 6.2. Practical implications Findings from this study contribute to the understanding of the development of HRD research from the asian context. Such understandings facilitate researchers, academia and practitioners to devise strategies to contribute to the knowledge, practice and applications of HRD to suit the current and future trends. Findings of this study suggest that in order to provide employees with an excellent work experience, HRD practitioners and top management should integrate new technologies into HRD functions (ali etal., 2023; Shayegan et al., 2023). this is also to leverage technological advancement that can enhance the overall effectiveness of HRD initiatives, contributing to a more positive and productive work environment. Managers should carefully design their department strategies to improve individual and organizational performance while allowing employees to try new things. this involves aligning HRD initiatives with broader organizational goals and creating a conducive environment for employees to explore and experiment with new technologies. For example, top management should consider the introduction of e-HRD practices as part of their unique value enhancement strategies. this could involve the implementation of online learning platforms, digital performance management system and other electronic tools that enhance HRD functions. Integration should be gradual, with adequate support and training provided to ensure a smooth transition. When discussing e-HRD, it’s important to note the integration of data analytics for HRD purposes. e-HRD makes use of data analytics tools to gain insights into the effectiveness of HRD programs (Jiang & akdere, 2021). these tools track employee progress, pinpoint areas for improvement, and measure the impact of training initiatives on both individual and organizational performance. the data-driven insights derived from these analytics assist HRD practitioners in making informed decisions and continually optimizing their programs. given that e-HRD involves the utilization of digital platforms and the handling of sensitive employee data, organizations must prioritize cybersecurity (Carstea & enache-David, 2018). Implementing robust privacy measures becomes crucial, encompassing secure access controls, encryption methods, and compliance with data protection regulations. In essence, e-HRD represents a comprehensive approach to leveraging digital technologies for HRD, incorporating diverse tools and strategies aimed at enhancing overall HRD practices. 6.3. Limitations and future research direction Despite contributing to the body of knowledge, especially in highlighting the contributions of scholars from asia to the field of HRD, this study has its limitations. First is the use of a single database for data retrieval and analysis. While Scopus offers substantial article coverage, utilising other databases or a combination of different databases will yield a more comprehensive insight into this topic. Second, this study did not include other types of documents such as unpublished working papers, doctoral theses, textbooks or conference proceedings. Future studies can conduct similar analyses on other document types to provide better insights into the development of HRD. third, the study only focused on asian scholarship on HRD. Forth, the contributions of articles published in other languages than english were not highlighted as the study only included articles in english. Lastly, this study examines the development of the topic for the whole period from 1984 to the present time. an interesting research avenue is to segment the study years into three development periods, to provide a different perspective on the evolution of the topic. this article specifically focuses on HRD in asian countries; however, future studies could explore HRD in different continents, such as europe, through bibliometric analysis. additionally, conducting comparative analyses between continents could provide valuable insights into regional variations in HRD practices. as discussed earlier, the topic of e-HRD is continuously evolving. Future studies may consider delving into this area more deeply, dedicating a paper to e-HRD and exploring the technological aspects of electronic HRD. this could involve discussing emerging technologies relevant to e-HRD and their impact on HRD practices in different regions. COgent BUSIneSS & ManageMent 19 Authors’ contributions Muhammad aiman conceived and designed the study. Razlina participated in the coordination and drafting of the manuscript. Ummu athilia helped in the analysis. all authors read and approved the final manuscript. Disclosure statement no potential competing interest was reported by the author(s). About the authors Muhammad Aiman Arifin is a senior lecturer in the Faculty of Business and Management, Universiti teknologi MaRa Perlis Branch, Malaysia. His research interests include competency development, talent management, instrument development, HR policies and bibliometric study. Razlina Razali is a senior lecturer at the academy of Language Studies, Universiti teknologi MaRa Perlis Branch, Malaysia. Her areas of interests include feedback, talent in higher education, teaching and learning, applied linguistics and bibliometric study. Ummu Athilia Kamal is a Master’s student at the Faculty of Business and Management, Universiti teknologi MaRa Perlis Branch, Malaysia. Her research focuses on talent management within Malaysian public universities and higher education. Data availability statement the data that support the findings of this study are openly available in Scopus at www.scopus.com. References achoui, M. M. (2009). Human resource development in gulf countries: an analysis of the trends and challenges facing Saudi arabia. Human Resource Development International, 12(1), 1–23. https://doi.org/10.1080/13678860802638826 agbo, F. J., Oyelere, S. S., Suhonen, J., & tukiainen, M. (2021). 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