A i in, Muhammad Aiman; Razali, Razlina; Kamal, Ummu A hilia
A icle
F om global o egional pe spec i e: un eiling Asia’s
human esou ce de elopmen ends h ough bibliome ic
lenses
Cogen Business & Managemen
P o ided in Coope a ion wi h:
Taylo & F ancis G oup
Sugges ed Ci a ion: A i in, Muhammad Aiman; Razali, Razlina; Kamal, Ummu A hilia (2024) : F om
global o egional pe spec i e: un eiling Asia’s human esou ce de elopmen ends h ough
bibliome ic lenses, Cogen Business & Managemen , ISSN 2331-1975, Taylo & F ancis, Abingdon,
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F om global o egional pe spec i e: un eiling
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h ough bibliome ic lenses
Muhammad Aiman A ifin, Razlina Razali & Ummu A hilia Kamal
To ci e his a icle: Muhammad Aiman A ifin, Razlina Razali & Ummu A hilia Kamal
(2024) F om global o egional pe spec i e: un eiling Asia’s human esou ce de elopmen
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2024, VoL. 11, no. 1, 2324135
F om global o egional pe spec i e: un eiling Asia’s human
esou ce de elopmen ends h ough bibliome ic lenses
Muhammad aiman a i ina, Razlina Razalib and Ummu a hilia Kamala
aFacul y o Business and Managemen , uni e si i eknologi MaRa, Cawangan Pe lis, a au, Pe lis, Malaysia; bacademy o
Language s udies, uni e si i eknologi MaRa, Cawangan Pe lis, a au, Pe lis, Malaysia
ABSTRACT
Human Resou ce De elopmen (HRD) has e ol ed emendously since 1969, ollowing
he ansi ion om an indi idual and o ganiza ional ocus o a egional pe spec i e.
Howe e , a comp ehensi e e iew o HRD speci ically ocused on he asian egion
using bibliome ic analysis has no been published. gi en his gap, his bibliome ic
analysis u ilized VOS Viewe , Bibliome ic R-package, and Map Cha so wa e o e alua e
HRD- ela ed publica ions o igina ing om asia, using da a ex ac ed om Scopus. he
analysis in ol ed nine indica o s, including highly ci ed pape s, in luen ial au ho s,
co-au ho ship pa e ns among coun ies, p oduc i e jou nals and na ions, hema ic
mapping, eme ging ends, keywo d co-occu ence, bibliog aphic coupling, and ela ed
indus ies. he esul s showed ha HRD in asia is s ill unde going de elopmen , wi h
con ibu ions om asian schola s since 1984. as one o he pionee ing egional
bibliome ic s udies on HRD, his analysis p o ides insigh s o exis ing schola s, u u e
esea che s, and p ac i ione s in o HRD de elopmen s in asia, while sugges ing po en ial
a eas o u u e esea ch ad ancemen .
1. In oduc ion
he in oduc ion o he e m ‘human esou ce de elopmen ’ (HRD) by Leona d nadle in 1969 has opened
mul iple s eams o esea ch and p ac ices owa ds de eloping human esou ces. his has esul ed in he
ansi ion o HRD oo s om indi idual and o ganiza ional le els o HRD unc ions such as aining and
de elopmen , o ganiza ion de elopmen , pe o mance imp o emen , o ganiza ional lea ning, ca ee
de elopmen , and managemen and leade ship de elopmen ( o aco & Lundg en, 2019) o a
‘con ex -speci ic na u e and pu pose o HRD’. hese con ex -speci ic HRD include he indi idual, amily,
o ganiza ion, in e na ional o ganiza ion, communi y, na ion-s a e, egion, and global en i y (C occo &
kachenko, 2020).
F om a egional pe spec i e, a e iew o HRD li e a u e e eals a emp s by asian au ho s wi h a ied
applica ions o HRD concep s including in he ields o Business, Managemen and accoun ing (Osolase
e al., 2023), economics (Ku niasih e al., 2023), enginee ing (nguyen & Hadikusumo, 2017), Compu e
Science (Chung & Lin, 2022), en i onmen al Science ( asdiyan o, 2017), Medicine (Kia e al., 2021), a s
and Humani ies (ahmed e al., 2016), and Psychology ( ang, 2020).
Since he i s published HRD a icle in 1962 in he Jou nal o economic His o y (Bowman, 1962),
se e al au ho s ha e e iewed and analysed he global pe spec i e o HR- ela ed esea ch using sys em-
a ic li e a u e e iew (SLR) (Jo abá e al., 2022), me a-analysis (Blom e al., 2018) and li e a u e e iew
(Co on, 2021). Fo ins ance, in hei SLR, Jo abá e al. (2022) analysed 33 yea s o publica ions, esea ch
ends and in ellec ual s uc u e o human esou ce managemen (HRM) om 1987 o 2020. In ano he
s udy, Blom e al. (2018) conduc ed a me a-analysis o explo e he di e ences in he e ec s o HRM
p ac ices on indi idual pe o mance ac oss sec o s. ne e heless, he s udy did no include o he
© 2024 he au ho (s). Published by in o ma uK Limi ed, ading as aylo & F ancis g oup
CONTACT Muhammad aiman a i in [email p o ec ed] Facul y o Business and Managemen , uni e si i eknologi MaRa,
Cawangan Pe lis, Kampus a au, a au, Pe lis, 02600, Malaysia
h ps://doi.o g/10.1080/23311975.2024.2324135
his is an open access a icle dis ibu ed unde he e ms o he C ea i e Commons a ibu ion License (h p://c ea i ecommons.o g/licenses/by/4.0/), which
pe mi s un es ic ed use, dis ibu ion, and ep oduc ion in any medium, p o ided he o iginal wo k is p ope ly ci ed. he e ms on which his a icle has been
published allow he pos ing o he accep ed Manusc ip in a eposi o y by he au ho (s) o wi h hei consen .
ARTICLE HISTORY
Recei ed 20 Sep embe
2023
Re ised 26 Janua y 2024
accep ed 22 Feb ua y
2024
REVIEWING EDITOR
Pablo Ruiz, Uni e sidad
de Cas illa-La Mancha,
Spain
KEYWORDS
Human esou ce
de elopmen ; bibliome ic
analysis; VOS iewe ;
R-Package; map cha
SUBJECTS
Human esou ce
de elopmen ; asian
s udies; human esou ce
managemen
2 M.a. aRIFIn e aL.
bibliome ic in o ma ion such as highly ci ed pape s, in luen ial au ho s, p oduc i e jou nals and coun-
ies, pa e ns o co-au ho ship among di e en coun ies, eme ging ends, hema ic mapping, keywo d
co-occu ence analysis, and bibliog aphic coupling o documen s. In a di e en s udy, Co on (2021) pe -
o med a li e a u e e iew o quan i y HRM om he da a sou ces, objec i es and ep esen a ions o
quan i ica ion in HRM. Despi e hei comp ehensi e discussions, hese a icles we e ocused on he HRM
con ex which is di e en in e ms o human esou ce ac i i ies and unc ions (We ne , 2014).
Speci ic o he ield o HRD, Shi mohammadi e al. (2020) explo ed pas and cu en s udies o b idge
he gaps and p ojec u u e HRD s udies using opic mapping echnique o i e p ima y HRD jou nals.
he ou jou nals we e Human Resou ce De elopmen In e na ional, Human Resou ce De elopmen
Re iew, Human Resou ce De elopmen Qua e ly, ad ances in De eloping Human Resou ce, and
eu opean Jou nal o aining and De elopmen . he indings e ealed ha esea ch on HRD in asia is
s a ing o eme ge and holds p omising po en ial.
Wi h he p oli e a ion o esea ch ha ocuses on he global con ex , some ques ions emain: ‘How
abou he asian egion?’ and ‘Wha a e he p e ious, p esen and u u e de elopmen s o HRD in his
egion?’. Following calls o mo e sel -con idence in asian schola s (F oese e al., 2022; Meye , 2006) o
enhance da a collec ion and analysis o exis ing HRD e o s and o es ablish mo e e idence-based HRD
( kachenko e al., 2022) i is ime o a e iew ha cap u es he de elopmen on his opic and he
cha ac e is ics o HRD a icles in asia as his kind o in o ma ion is no ye a ailable in he li e a u e.
Wi h e e ence o bibliome ic analysis, HR- ela ed opics om he global pe spec i e a e o ins ance,
big da a analy ics, psychology, human esou ce managemen , g een human esou ce managemen , HR
analy ics, and a i icial in elligence (See able 1). HRD a he egional le el has been la gely unexplo ed
in he schola ly li e a u e. o da e, only 19 Scopus a icles in he asian con ex ha e been published
using bibliome ic analysis in he ields o social sciences and business, managemen and accoun ing.
hus, he new eme ging con ex s and unde de eloped a eas in ela ion o HRD schola ship in he asian
egion emain unclea . Mo eo e , he e a e limi ed schola ly wo ks ha co e summa ies on HRD esea ch
in asia despi e he popula i y o HRD li e a u e ac oss di e en s udy a eas (Pham-Duc e al., 2023). he
excep ions a e e iews by Pham-Duc e al. (2023) and Yoon and Chae (2022) which we e ocused on he
analyses o HRD esea ch om he global pe spec i es. as a co olla y, Pham-Duc e al. (2023) ha e
di ec ed u u e HRD s udies o be conduc ed in he asian con ex .
o he au ho s’ knowledge, no p e ious esea ch explo es he esea ch p oduc i i y o asian schola s
in HRD esea ch. In he con ex o asia, se e al e iew s udies ha e been conduc ed o unco e he
de elopmen o he ield in he egion. Howe e , hese s udies we e cen ed a ound he con ex o HRM,
used di e en esea ch app oaches, and ocused on speci ic coun ies (Chen e al., 2018; Cooke e al.,
2020; Malik e al., 2022; Poon & Rowley, 2010). al hough he ields o HRD and HRM a e ela ed, hey a e
di e en in e ms o pe spec i e. he p ima y goal o HRD is o ensu e ha o ganisa ional membe s ha e
access o esou ces ha will enhance hei pe o mance capaci y and o con ex ualise hei expe ience
in ligh o he o ganisa ional s a egic needs and demands o hei jobs. his con ibu es o bo h
long- e m s a egic pe o mance and mo e immedia e pe o mance imp o emen . Fu he mo e, his
desc ip ion o HRD encompasses se e al ace s o HRM as well. Yo ks (2005) also emphasises he signi i-
cance o HRM sys ems being ailo ed o s a egic HRD.
In hei model, Mankin (2001) has posi ed ha HRD consis s o h ee elemen s which a e aining and
de elopmen , ca ee de elopmen , and o ganisa ion de elopmen . he model also illus a es how he
h ee hemes may in e sec . In his con ex , HRD emphasis on indi idual lea ning and knowledge, a he
junc ion o o ganisa ional s a egy/s uc u e, cul u e, and HRM, is he main o e lap (see Figu e 1). he
deba e om bo h HRD and HRM sou ces is consis en wi h his pe spec i e o HRM as being mo e com-
p ehensi e han HRD. Mos people conside subjec s like s a ing, compensa ion, and employee ela ions/
communica ions o be HRM subjec s ha do no immedia ely ela e o HRD.
Hence, a s udy ha ocuses on he con ibu ions o HRD schola s om asia is a missing link. as
a es ed by Babba e al. (2000), such s udy b ings ecogni ion o he key schola s ha con ibu e o he
de elopmen o a ield and ini ia es u he discussions. Simila ly, e iews ha cen e a ound eme ging
a eas play a c ucial ole in o e ing insigh s in o he p esen s a e and ca ego ies o esea ch a eas wi hin
a speci ic opic and om asian pe spec i e (Don hu e al., 2021; Razali & a i in, 2023). he e o e, i is
impe a i e o conduc a ho ough examina ion o exis ing li e a u e, sys ema ically syn hesize i s con en ,
COgen BUSIneSS & ManageMen 3
and p esen he key indings. hese e iews can iden i y esea ch gaps and limi a ions while sugges ing
po en ial di ec ions o u u e esea ch, hus p o iding aluable guidance o u u e esea che s.
In iew o hese gaps and he impo ance o e iew s udies, ou s udy e alua ed and assessed he
esea ch p oduc i i y o HRD au ho s in asia by e iewing hei publica ions in he Scopus da abase. Ou
ocus is o unde s and esea ch p oduc i i y a he indi idual, ins i u ional and coun y le el. o his end,
he p esen s udy uses bibliome ic echniques, which in eg a e nume ous quan i a i e ools capable o
managing eno mous da a se s ela ed o he li e a u e (Don hu e al., 2021). Following ha , he p esen
Table 1. HR- ela ed s udies using bibliome ics analysis.
no au ho Pape i le s udy a ea Da abase/sou ce(s)
Yea o
publica ion
1Fauzi e al. (2022)Bibliome ic e iew on human esou ces
managemen and big da a analy ics
Big da a analy ics Web o science
(Wos)
2022
2Wani and ganaie (2023)Mapping human esou ce managemen schola ly
li e a u e h ough bibliome ic lenses: a case
s udy o lib a y and in o ma ion science
Human esou ce
managemen
Web o science
(Wos)
2023
3Zhang e al. (2023)a bibliome ic analysis o he psychologisa ion o
human esou ce managemen
Psychology scopus and Web o
science (Wos)
2023
4Faisal (2023) wen y-Yea s Jou ney o sus ainable Human
Resou ce Managemen Resea ch: a
Bibliome ic analysis
Human esou ce
managemen
scopus 2023
5Khan and Muk a (2020)a bibliome ic analysis o g een human esou ce
managemen based on scopus pla o m
g een human
esou ce
managemen
scopus 2020
6Pham-Duc e al. (2023)global scien i ic li e a u e on human esou ce
de elopmen : a bibliome ic analysis using
scopus da abase
HRD scopus 2022
7a o a e al. (2022)a c i ical e iew o HR analy ics: isualiza ion
and bibliome ic analysis app oach
HR analy ics scopus 2022
8Yoon and Chae (2022)Resea ch opics and Collabo a ion in Human
Resou ce De elopmen Re iew 2012–2021: a
Bibliome ics app oach
HRD Web o science
(Wos)
2022
9Mohammad sai and
islam (2022)
Blockchain in human esou ce managemen : a
sys ema ic e iew and bibliome ic analysis
Blockchain scopus and Web o
science (Wos)
2022
10 Dan ila-del-Valle e al.
(2019)
Human esou ces aining: a bibliome ic analysis aining Web o science
(Wos)
2019
11 ghalawa and Kaushal
(2021)
Resea ch pe spec i e o a i icial in elligence and
HRM: a bibliome ic s udy
a i icial in elligence scopus 2021
No e(s): his able shows he HR- ela ed bibliome ic s udies om he scopus da abase.
Figu e 1. a model o HRD, HRM, s a egy, and cul u e (adap ed om Mankin, 2001).
4 M.a. aRIFIn e aL.
bibliome ic analysis examines he cu en s a e o he HRD in asia and p o ides aluable schola ly oun-
da ions o ad ancing u u e esea ch in he ield.
Bes o ou knowledge, he p esen s udy will be he i s bibliome ic analysis o HRD esea ch con-
duc ed in he asian con ex . he ollowing ques ions a e add essed in he p esen s udy:
RQ1. Wha a e he ends and pa e ns o de elopmen in HRD esea ch om asia up un il 2023?
RQ2. Wha a e he highly-ci ed documen s and he p oli ic au ho s, coun ies and jou nals in HRD esea ch
om asia?
RQ3. Wha a e he hema ic pa e ns in HRD esea ch om asia?
RQ4. Wha a e he indus ies ela ed o HRD esea ch om asia?
RQ5. Wha a e he p ospec i e esea ch a eas in HRD?
2. HRD: an Asian scope
Wi h he inc easing in luence o HRD heo y and p ac ices, s udies on he con ex ual aspec s o HRD
ha e also expanded (Jaba khail, 2023). Schola s ha e long ecognized he egional ole in de eloping
human esou ces (ga a an e al., 2016). Despi e exis ing s udies on HRD- ela ed indi idual con ex s
(ga a an e al., 2023) and o ganiza ional con ex s (Saks, 2021), he e is a g owing ecogni ion o he
impo ance o na ional HRD (ga a an e al., 2018; Oh e al., 2013). Fu he mo e, HRD esea che s ha e
called o mul ile el in es iga ions o ad ance na ional HRD esea ch, including egional pe spec i es
(C occo & kachenko, 2020). a his poin , na ional HRD can be de ined as ‘a collec i e ision wi h co -
esponding ac i i ies o HRD ca ied ou by a g oup o coun ies o he bene i o hei indi iduals,
o ganiza ions, communi ies, na ions, and he egion as a whole’ (C occo & kachenko, 2020).
Wi h asia’s popula ion ep esen ing almos hal o he wo ldwide labou o ce o app oxima ely 1.2
billion o e 3.43 billion ( he Wo ld Bank, Wo ld De elopmen Indica o s, 2022) ac oss 48 coun ies, s ong
calls ha e been made o u u e in es iga ions, speci ically o de eloping coun ies, including asia
(Pham-Duc e al., 2023). Resul s om Shi mohammadi e al.’s (2020) s udy on u u e HRD e eal ha
asia’s con ibu ion is i al o he na ional HRD con ex . Rega ding his, (Meh o a, 2017) sugges s le e -
aging aining and oca ional educa ion o c ea e cen es o excellence and p e-employmen aining
ins i u ions in a ican coun ies, which would add ess he skill gap in he egion and o e po en ial
coope a ion be ween asia and a ica. Using an aPeC case s udy, Hawo h (2013) a icula es he ela ion-
ship be ween s a es and Mnes as hey conside app op ia e econ igu a ions o HRD in he asian egion,
con ibu ing o ou unde s anding o global p oduc ion in he 21s cen u y.
Mo e ecen ly, Pham-Duc e al. (2023) discussed he global scien i ic li e a u e on HRD and sugges ed
conduc ing u u e s udies om he asian pe spec i e. Following his inqui y, ou s udy ocuses on
na ional and egional HRD pe spec i es, d awing on asian con ibu ions, o explo e pas , p esen , and
u u e HRD pe spec i es in shaping egional HRD in asia. his s udy assesses and e alua es he esea ch
p oduc i i y o asian con ibu o s by e iewing hei publica ions ac oss he Scopus da abase. Ou aim
is o iden i y he highly ci ed pape s, in luen ial au ho s, pa e ns o co-au ho ship among di e en coun-
ies, p oduc i e jou nals and coun ies, hema ic mapping, eme ging ends, keywo d co-occu ence
analysis, and bibliog aphic coupling o documen s. his pape s a s wi h a discussion o he me hod-
ological app oach used. nex is a p esen a ion o he esul s, ollowed by an analysis o he a icles
published by asian esea che s. he pape concludes wi h a summa y o he con ibu ions and limi a-
ions o his s udy.
3. Me hodology
3.1. Bibliome ic analysis
his s udy was pe o med using a bibliome ic analysis app oach. I is a quan i a i e app oach ha
enables esea che s o iden i y po en ial a eas o s udy in a pa icula ield (Wallin, 2005). his me hod
can also be used o e alua e he impac o published wo ks on a gi en a ea o s udy (ellegaa d & Wallin,
COgen BUSIneSS & ManageMen 5
2015). acco ding o Don hu e al. (2021), by using bibliome ic analysis esea che s can p o ide a com-
p ehensi e o e iew o a esea ch opic, iden i y and highligh knowledge gaps, and he e o e p opose
a eas o u u e esea ch.
3.2. Choosing he da abase
his s udy u ilized he Scopus da abase as he main sou ce o da a ex ac ion. I is one o he mos
comp ehensi e da abases besides he Web o Sciences and google Schola . a p esen , he da abase has
mo e han 84 million eco ds including mo e han 18 million open-access i ems. his co esponds wi h
aksnes and Si e sen (2019) inding ha Scopus has b oade co e age as compa ed o he Web o
Science. Meanwhile, google Schola was no chosen as he da abase o his s udy due o i s inconsis-
encies in indexa ion (Mongeon & Paul-Hus, 2016).
3.3. Technique o analysis
We applied he bibliome ic analysis p ocedu es speci ied by Hanaa and abdul (2023) o p o ide an
exhaus i e o e iew o he ends ela ed o HRD s udies in he asian con ex . R-package so wa e and
VOS Viewe so wa e we e employed o analyse da a o he p esen s udy. he R-package so wa e iden-
i ies he mos in luen ial au ho s, publica ions, coun ies and sou ces based on hei o al ci a ions and
publica ion coun . Mo eo e , i isualizes he in e na ional collabo a ions among au ho s, conside ing he
coun ies o o igin o he a icles hey ha e au ho ed. Fu he mo e, we use he so wa e o p o ide a
hema ic map and ending HRD opics based on he keywo ds used in he a icles. his enables us o
unde s and he cu en esea ch hemes and p ojec po en ial a eas o u u e esea ch. On he o he
hand, he VOS Viewe so wa e shows he ela ionship be ween keywo ds and p o ides insigh s in o he
s uc u e o knowledge in HRD. In addi ion, we used he so wa e o bibliog aphic coupling o explain
he hemes.
3.4. Da a collec ion
Da a collec ion and ex ac ion in his s udy in ol ed a de ailed and sys ema ic p ocess using he Scopus
da abase. his in ol ed he esea che s using a simila sea ch s ing as a bibliome ic s udy on HRD by
Pham-Duc e al. (2023) in he same da abase. I should be no ed ha he esea che s pu posely did no
se a ime limi o da a ex ac ion as his s udy in ends o cap u e he e olu ion o HRD esea ch in he
Scopus da abase. he da a collec ion p ocess in ol ed in he s udy is illus a ed in able 2.
3.5. Scope o sea ch
his bibliome ic analysis encompasses esea ch on HRD only. ha said, only esea ch ha explici ly
add essed HRD was included in his s udy while hose ha did no we e excluded. HRD esea ch ha
was ocused on o he egions han asia was also excluded. o do his, he esea che s selec ed he
asian coun ies using he il e s menu in he Scopus da abase, hence elimina ing un ela ed coun ies.
Table 2. sea ch p ocedu e.
Fil e ing c i e ia excluded included
Da abase: scopus
Da e o sea ch: 15 July 2023
Keywo ds: ‘Human Resou ce De elopmen ’ in he a icle i le, abs ac and keywo d
Published om: no ime limi
Language: documen s in english only
Documen ype: include only ‘a icles’
Limi o: documen s wi h publica ion s age as ‘ inal’ 534
Duplica ions 1 533
Con en sc eening: a icles in which he scope o he s udy (Human Resou ce
De elopmen ) discussed in ‘ i les, abs ac s, and Keywo ds’ a e only included
306 227
No e(s): his able shows he il e ing c i e ia used o each he inal compila ion o 227 s udies.
6 M.a. aRIFIn e aL.
4. Resul s
4.1. Sample cha ac e is ics
Ou inal compila ion esul ed in 227 a icles which we e p oduced by 160 jou nals and w i en by 160
au ho s om 34 coun ies. his sample co e ed 22 subjec s which we e published om 1984 o 2023.
4.2. Pe o mance analysis
4.2.1. Publica ion end
he i s eco ded HRD s udy in asia in he Scopus da abase was ha by H. a. B. Pa pia (1984) i led,
‘ he Uni ed na ions Uni e si y’s app oach o Human Resou ce De elopmen in Food Science and
echnology’. he a icle was published in Sage’s jou nal ‘Hunge and echnology’. Finding om his s udy
is he ounda ion o his o ical esea ch on HRD o ain o leade ship people who a e capable o inding
solu ions o he p oblem o ood, po e y, and nu i ion in ela ion o socio-economic needs. his esea ch
included he pa icipa ions om all e i o ies wi h asia is he highes ellows ained in hunge , echnol-
ogy, and socie y and hunge , heal h, and socie y (Pa pia, 1984). Figu e 2 depic s he o al numbe o
pape s ha a e plo ed agains each yea o publica ion. his igu e shows he publishing end o HRD
om 1984 o 2023. I can be obse ed om Figu e 2 ha he publica ion g ow h o HRD in asia om
yea s 1984 o 2010 was qui e modes wi h less han 7 a icles pe yea . 20 yea s a e he i s publica-
ion, he numbe o publica ions shows a sha p inc ease in 2011. his is because, he e is a no iceable
shi in ocus om HRD discussions p ima ily wi hin he ield o business and managemen o an eme -
gence in o he disciplines such as enginee ing, medicine, compu e science, and en i onmen al science.
his shi indica es a g owing ecogni ion o he impo ance o HRD p ac ices in di e se sec o s beyond
business, e lec ing he b oade applicabili y and ele ance o HRD ac oss a ious p o essional domains.
al hough he yea s 2011 o 2023 indica e esea che s in asia ha e s a ed o gain momen um in publi-
ca ion, he end shows a luc ua ion wi hin hose yea s wi h he yea 2020 (22 a icles) being he mos
p oduc i e. Co espondingly, wi h 2023 al eady en e ing i s hi d qua e , he numbe o a icles pub-
lished so a is 7 a icles which is mo e han 50% less han he numbe o publica ions in 2022. his
indica es publica ion on his opic in 2023 is no as apid as he p e ious yea .
4.2.2. Top au ho s and coun ies o HRD- ela ed esea ch in Asia
able 3 p esen s he mos in luen ial HRD au ho s in asia as well as he op coun ies wi h he mos ci ed
documen s which ha e been ob ained h ough ci a ion me ics. Ou o he 160 au ho s, a shad M.a.
(Malaysia) and Mahmood a. (Malaysia) eme ge as he mos in luen ial au ho s in his ield wi h 92 ci a-
ions each. his is ollowed by ahmed a. (Pakis an) wi h 84 ci a ions. hese op h ee p ominen au ho s
ocus on he opic o HRD in he con ex o spi i ual quo ien owa ds o ganiza ional sus ainabili y and
Figu e 2. Publica ion end o HRD esea ch in asia.
COgen BUSIneSS & ManageMen 7
spi i ual in elligence o he de elopmen o human esou ces. adi ionally, o ganiza ions ocus on boos -
ing indi idual knowledge, skills, abili ies (in elligence quo ien ), and emo ional con ol (emo ional quo-
ien ) o nu u e hei human capi al. Despi e his emphasis, o ganiza ions o en all sho in adop ing a
holis ic app oach o HRD, and his o e sigh can nega i ely a ec hei pe o mance. hus, esea che
belie es when employees possess s ong spi i ual quo ien , hey can con ibu e meaning ully o he o ga-
niza ion, leading o imp o ed pe o mance. Resea che s also sugges ha spi i ual quo ien is a aluable,
mul i-dimensional aspec ha con ibu es o a comp ehensi e HRD mechanism. Meanwhile, in e ms o
o al p oduc ion, Khasawneh S. (Jo dan) p oduces he highes numbe o publica ions wi h i e a icles.
his is ollowed by a shad M.a. (Malaysia) and Ismail M. (Malaysia) wi h ou a icles each. hese op h ee
p oduc i e au ho s ocus on he opic o HRD in highe educa ion, spi i ual quo ien owa ds o ganiza-
ional sus ainabili y and small medium en e p ise.
among 34 coun ies ha ha e a minimum o one documen published in his a ea, he op con ib-
u o in HRD esea ch is India wi h 41 publica ions ollowed by Malaysia and Japan wi h 28 and 26 pub-
lica ions, espec i ely. Meanwhile, Malaysia has he highes numbe o ci a ions (249 ci a ions) ollowed
by China (199 ci a ions) and India (160 ci a ions) (See Figu e 3 and able 3).
4.2.3. Top sou ces o HRD- ela ed esea ch in Asia
able 4 displays he op publica ion o HRD esea ch in asia. he wo mos signi ican sou ces a e Human
Resou ce De elopmen In e na ional and Jou nal o eu opean Indus ial aining wi h 193 and 82 ci a-
ions espec i ely. he Jou nal o eu opean Indus ial aining is ecognized as a p ominen sou ce o
HRD- ela ed esea ch in asia due o i s dedica ed ocus on aining needs speci ic o he indus ial sec o .
none heless, he jou nal’s ele ance ex ends beyond eu ope, as i also includes global cases when ele-
an . Howe e , he mos p oli ic sou ces in e ms o publica ions a e Managemen Resea ch Re iew and
Jou nal o eu opean Indus ial aining wi h 15 and 6 p oduc ions, espec i ely. examining able 4 wi h
Table 3. op au ho s and coun ies o HRD- ela ed esea ch in asia.
Ranking au ho P ins i u ion/coun y* au ho C ins i u ion/coun y* Coun ies P Coun ies C
1Khasawneh s. 5Hashemi e uni e si y,
Depa men o Cu iculum
and ins uc ion, Za qa,
Jo dan
a shad M.a. 92 uni e si i sains Malaysia,
Minden, Malaysia
india 41 Malaysia 249
2a shad M.a. 4uni e si i sains Malaysia,
Minden, Malaysia
Mahmood a. 92 uni e si i sains Malaysia,
Minden, Malaysia
Malaysia 28 China 199
3ismail M. 4uni e si i Pu a Malaysia,
Depa men o P o essional
De elopmen and
Con inuing educa ion,
se dang, Malaysia
ahmed a. 84 uni e si y o u ba ,
Depa men o
Managemen sciences,
u ba , Pakis an
Japan 26 india 160
4Mahmood a. 4uni e si i sains Malaysia,
Minden, Malaysia
akh a s. 84 uni e si i sains Malaysia,
Minden, Malaysia
China 18 sou h
Ko ea
117
5sulaiman n.L. 4uni e si i un Hussein onn
Malaysia, Facul y o
echnical and Voca ional
educa ion, Ba u Paha ,
Malaysia
Hassan a. 82 in e na ional islamic
uni e si y Malaysia,
Kuala Lumpu ,
Malaysia
indonesia 17 hailand 102
6ahmed a. 3uni e si y o u ba ,
Depa men o
Managemen sciences,
u ba , Pakis an
Khasawneh s. 78 Hashemi e uni e si y,
Depa men o
Cu iculum and
ins uc ion, Za qa,
Jo dan
i an 15 Japan 101
7akh a s. 3uni e si i sains Malaysia,
Minden, Malaysia
Choi J.n. 57 seoul na ional uni e si y,
seoul, sou h Ko ea
hailand 14 saudi
a abia
99
8sadaike Y. 3 ohoku uni e si y, sendai,
Japan
Chaudha y R. 54 indian ins i u e o
echnology Pa na,
Pa na, india
Jo dan 13 Jo dan 93
9saku ai a. 3 ohoku uni e si y, sendai,
Japan
Rangneka s. 54 indian ins i u e o
echnology Roo kee,
Roo kee, india
sou h
Ko ea
12 Pakis an 73
10 salleh K.M. 3uni e si i un Hussein onn
Malaysia, Ba u Paha ,
Malaysia
Cchoui M.M. 50 a ab open uni e si y
Kuwai , sa a , Kuwai
Pakis an 9 indonesia 62
No e(s): ins i u ion/Coun y de ails gene a ed om he scopus da abase.
P = o al p oduc ions; C = o al ci a ions.
14 M.a. aRIFIn e aL.
hen, con en analysis was conduc ed by analysing each i em in hese clus e s and g ouping hem
unde a common heme.
Figu e 8 illus a es ela ed HRD esea ch in he asian egion. Clus e 1 consis s o 10 a icles ha
mainly concen a ed on he HRD p ac ice, applica ion and challenges (achoui, 2009; Phinai up,
2000). Clus e 2 discusses coun y pe o mance in ela ion o HRD, and i consis s o 9 a icles
(ahmed e al., 2016; Khalil e al., 2009). Clus e 3 includes 7 a icles and i ocuses on he impac
and e ec o HRD (Banmai u oy e al., 2022; Rumman e al., 2020). Clus e 4 consis s o 7 a icles
which mainly e ol ed a ound cul u e, women and economy (al-Kazi, 2011; Hassan e al., 2019;
Inanlou & ahn, 2016). Clus e 5 consis s o 6 a icles ha discussed aining and employee engage-
men (Chaudha y e al., 2012; Khasawneh & al-Zawah eh, 2015). Clus e 6 which consis s o 5 a icles
concen a es on issues such as mo i a ion, spi i ual and heal hca e (a shad e al., 2019; Khan &
Sheikh, 2012; Mahmood e al., 2018). Clus e 7 consis s o 5 a icles ha explo ed he de e minan s,
model, and compe ency (Salleh & Sulaiman, 2015). Clus e 8 consis s o 4 a icles ha ocus on com-
pe i i e ad an age and sus ainable g ow h (Haghighi e al., 2019; Oh e al., 2013; Osman-gani & an,
1998). Clus e 9 consis s o 3 a icles ha concen a e on Co po a e Social Responsibili y (CSR)
(Sukse m & akahashi, 2012). Finally, Clus e 10 which consis s o 2 a icles explo es he economic
ac o and social obs acles (Fallah Haghighi & Bijani, 2020; Haghighi e al., 2019). Summa y o he
esea ch clus e s can be seen in able 7.
1. The Impac and E ec o HRD p ac ices, applica ions and challenges
Clus e s 1 and 3 ocus on he impac , e ec , and applica ion o HRD p ac ices as well as he
applica ion and challenges in HRD.
2. Pe o mance
Clus e 2 concen a es on HRD owa ds o ganiza ion and coun y pe o mance.
3. Cul u e, women, economy, compe i i e, sus ainable de elopmen , CSR, economic and social
In gene al, Clus e s 4, 8, 9, and 10 e ol e a ound HRD p ac ices ela ionship wi h cul u e, gen-
de (women) compe i i eness, economy and sus ainable de elopmen .
4. De e minan s, model, and compe ency
Finally, Clus e 4 cen es a ound he de e minan s o HRD p ac ices and he de elopmen o
compe ency model.
Figu e 8. Clus e s o ela ed HRD esea ch in asia.
COgen BUSIneSS & ManageMen 15
5. Con ibu ing indus ies in HRD Asia
aside om p o iding aining o employees, he HRD unc ion in indus ies holds signi icance in a ious
a eas, including pe o mance and po en ial app aisal, ca ee planning, job e alua ion, and nume ous
o he ace s (Uddin e al., 2016). he da a examined om he Scopus da abase e ealed ha s udies on
HRD schola ship in asia we e ocused on se e al indus ies. hese indus ies included ho el indus y,
ou ism, educa ion, s-cu e, cocoa, elec ic ehicle, con en ion, banking, small and medium-sized en e -
p ises (SMes), ex ile and ga men , cons uc ion, ag icul u e sec o , manu ac u ing, heal hca e, bio ech-
nology, elecom, ene gy, jou nalism, cul u al, oil, pe ochemical, chemical, and s eel. among all hese
indus ies, educa ion eme ged as he dominan sec o in HRD asia schola ship, accoun ing o 12 pe cen
o he s udies conduc ed be ween 1984 and 2023. he second mos p ominen indus y was banking,
con ibu ing 9% o he esea ch (Figu e 9). his indica es a need o mo e s udies om o he indus ies
in he con ex o HRD asia schola ship. Such esea ch could signi ican ly con ibu e o he de elopmen
o human esou ces and skills, which play a c ucial ole in economic eco e y and sus ainable p og ess
( kachenko e al., 2022).
Table 7. Findings summa y based on clus e s.
Clus e heme Re e ences Findings
Clus e 1 HRD p ac ice,
applica ion and
challenges
achoui (2009); Phinai up
(2000)
a hea y eliance on a small numbe o na u al esou ces, such as oil and
gas, high eliance on o eign wo ke s, poo educa ional ins i u ions, and
low emale labou o ce pa icipa ion a e among he challenging issues
o human esou ce de elopmen in gul coun ies. Majo i y o he
challenges can be esol ed by using echnology as a ool o
de elopmen o HRD.
Clus e 2 Coun y pe o mance
in ela ion o HRD
ahmed e al. (2016); Khalil
e al. (2009)
employee commi men and loyal y o he company can be enhanced by
imp o ingca ee de elopmen p og ams. employees’ pe o mance is
g ea ly in luenced by a company’s abili ies in p og am de elopmen ,
implemen a ion, and e alua ion.
Clus e 3 he impac and
e ec o HRD
Banmai u oy e al. (2022);
Rumman e al. (2020)
Leade s who ocus on lea ning and assis employees’ g ow h can indi ec ly
boos a company’s long- e m success by encou aging new and c ea i e
ideas wi hin he o ganiza ion.
Clus e 4 Cul u e, women and
economy
al-Kazi (2011); Hassan
e al. (2019); inanlou &
ahn (2016)
some coun ies, like india and sou h a ica s uggle o make he mos o
hei wo k o ce o boos hei economies, unlike coun ies such as
Russia, China, and B azil, which a e mo e success ul in his ega d.
imp o ed communica ion be ween leade s and hei eam membe s,
us , and a cul u e o inno a ion ha e a posi i e connec ion wi h
employees’ commi men owa ds an o ganiza ion.
Clus e 5 aining and
employee
engagemen
Chaudha y e al. (2012);
Khasawneh &
al-Zawah eh (2015)
occupa ional sel -e icacy ela es posi i ely o wo k engagemen . HRD
clima e ela es posi i ely o wo k engagemen . sel -e icacy ela es
posi i ely o HRD clima e. HRD clima e media es he ela ionship
be ween occupa ional sel -e icacy and wo k engagemen .
Clus e 6 Mo i a ion, spi i ual
and heal hca e
a shad e al., (2019); Khan
& sheikh (2012);
Mahmood e al. (2018)
an o ganiza ion can ope a e e ec i ely by enhancing he de elopmen in
a eas like in elligence Quo ien , emo ional Quo ien , and spi i ual
Quo ien .
Clus e 7 De e minan s, model,
and compe ency
salleh & sulaiman (2015) he s udy p oposes a HRD P ac ice Model o es ablish an e alua ion and
assessmen sys em. his sys em will help measu e an employee’s
compe ence in pe o ming asks ela ed o echnical skills.
Clus e 8 Compe i i e
ad an age and
sus ainable
g ow h
Haghighi e al. (2019); oh
e al. (2013);
osman-gani & an
(1998)
he main social challenges ha impac HRD a e an inc ease in he numbe
o o eign wo ke s in he job ma ke , us a ions among local g adua es,
and b ain d ain. addi ionally, he esul s om he explo a o y ac o
analysis sugges ed ha he key social obs acles a ec ing HRD can be
ca ego ized in o six ac o s: mig a ion, lack o emphasis on na i e alen ,
p e e ence o o eign alen , gende imbalance, unequal esou ce
dis ibu ion, and absence o me i -based p ac ices.
Clus e 9 Co po a e social
Responsibili y
(CsR)
sukse m & akahashi
(2012)
he s udy sugges ed ha companies should encou age and suppo
employees o ac i ely engage in lea ning abou co po a e social
esponsibili y (CsR) ac i i ies o build hei con idence. he majo inding
was ha sel ‐e icacy media ed he ela ionship be ween lea ning and
employees’ e hical beha iou .
Clus e 10 he economic ac o
and social
obs acles
Fallah Haghighi & Bijani
(2020); Haghighi e al.
(2019)
he s udy highligh ed a signi ican nega i e gap be ween cu en and
desi ed economic ac o s a ec ing HRD in i an, including employmen ,
in es men , business condi ions, and en ep eneu ship. o add ess his, i
has ecommended o he imp o emen o employmen and
en ep eneu ship in as uc u e, inc easing in es men , implemen ing a
comp ehensi e in es men plan, and es ablishing a uni ied pla o m o
in es men and en ep eneu ship o enhance i an’s economic s anding in
e ms o human esou ce de elopmen .
16 M.a. aRIFIn e aL.
6. Discussions and conclusion
6.1. Conclusion
he p esen s udy con ibu es o he g owing body o knowledge on HRD in pa icula , he asian con-
ex . his s udy has included all he Scopus publica ions by schola s in asia un il 15 July 2023 which
allowed o a comp ehensi e o e iew o his egion. While he concep o HRD appea ed almos 61 yea s
ago, which was in 1962, HRD esea ch in asia eme ged only 22 yea s la e wi h i s i s eco ded publi-
ca ion in Scopus in 1984. Since hen, limi ed bibliome ic s udy ha ocuses on HRD in asia has been
published, and his is he a icle’s main con ibu ion.
Ou analysis e eals a p omising de elopmen o schola ly publica ions on HRD in asia. his can
be obse ed h ough he posi i e g ow h in he numbe o a icles published in Scopus since i s
i s publica ion in 1984. While an upwa d endency is obse ed since 2011, he numbe o publica-
ions was no apid. In con as o indings published in ea lie wo ks on i s e olu ion om global
pe spec i es, we iden i ied h ee sub-pe iods ha co esponded o h ee de elopmen s ages o
HRD esea ch in asia: he seeding pe iod (1984–2010), he g ow h pe iod (2011–2018), and he
de elopmen pe iod (2019–2023) (Pham-Duc e al., 2023). his shows ha his s udy opic is s ill in
i s in ancy, despi e a downwa d endency in he annual numbe o published publica ions be ween
2012 and 2015. he numbe o publica ions published annually has been ising o he pas h ee
yea s, wi h he scien i ic ou pu o 2016 su passing ha o 2015. Speci ically, he e we e 17 a icles
in 2016 compa ed o only 7 in 2015.
Mo eo e , ou s udy ound ha esea ch on HRD in asia did no ecei e he same amoun o a en ion
om schola s in he egion. In e ms o o al p oduc ion, India ops o he asian coun ies, ollowed by
Malaysia and Japan. On he con a y, Malaysia leads in e ms o o al ci a ions, ollowed by China and
India. In his sense, os e ing collabo a ion, add essing capaci y gaps, iden i ying esea ch p io i ies,
unde s anding ci a ion pa e ns, and implemen ing suppo i e policies a e essen ial s eps o p omo e a
Figu e 9. indus y-wise s udies on HRD asia.
COgen BUSIneSS & ManageMen 17
mo e inclusi e and balanced landscape o HRD esea ch in asia. By implemen ing hese sugges ions, he
egion can enhance i s o e all con ibu ion o he ield and ensu e equi able ecogni ion o esea che s
ac oss di e en coun ies (Mcclunie- us e al., 2022).
On one hand, he concen a ion o he mos p ominen and p oli ic esea che s in hese men ioned
coun ies con ibu es o an inc ease in he numbe o published a icles as well as hei impac on he
communi y, pa icula ly in asia. as a esul , he o e all numbe o publica ions om India and Malaysia
is double ha o Japan in hi d place, while he o al numbe o ci a ions o Malaysia and India is dou-
ble ha o India in hi d place. Fu he mo e, he i s au ho ’s a ilia ion in he en mos ci ed publica-
ions came om a ied backg ounds ( able 3). his di e se backg ound c ea es esh po en ial o he
s onge de elopmen o his esea ch opic hei schola s can o m and de elop deepe collabo a ion
wi h hei coun e pa s om o he coun ies.
Ou s udy ound ha i e pape s om he op 10 publica ions ha e 247 Scopus ci a ions ou o
a o al o 414 ci a ions. a o al o 160 au ho s in asia published opics ela ed o HRD, wi h a shad
M.a., Mahmood a. ahmed a. ecei ing he highes ci a ions. Howe e , aking coun he o al p o-
duc ion, he au ho s ha con ibu ed he mos we e Khasawneh S., a shad M.a. and Ismail M.
Conce ning he co-au ho ship link, Malaysia possesses he highes co-au ho ship link wi h o he
coun ies. Meanwhile, he analysis o ending opics shows ha nascen HRD s udies in asia a e
ela ed o Highe educa ion, aining, Human Capi al, Mo i a ion, O ganiza ional Cul u e, Co po a e
Social Responsibili y, O ganiza ional De elopmen , O ganiza ional Pe o mance. he esea ch opics
a e ocused on mul iple di ec ions as compa ed o global pe spec i es, acco ding o an analysis o
keywo ds. hese di ec ions include human esou ce managemen , pe sonnel aining and manage-
men , educa ion o heal h ca e planning and human esou ces, heal h ca e quali y, heal h ca e pol-
icy, heal h ca e se ices, and s a de elopmen . his disco e y may aid u u e esea che s in de ining
new a enues o s udy o assis new in es iga o s in iden i ying possible a eas o collabo a ion wi h
he cu en esea che s.
Fu he mo e, i was demons a ed ha HRD esea ch in asia has unde gone a ans o ma ion
owa ds explo ing inno a ion, employee engagemen , and co po a e social esponsibili y. he s udy
u ilized bibliome ic coupling analysis o p esume he hema ic s uc u e o HRD- ela ed esea ch in
asia, e ealing en dis inc a eas o ocus and unco e ing ou esea ch s eams. Based on he VOS
Viewe coupling analysis, we ound ha Sung S.Y and Hassan a. we e he mos equen ly coupled
au ho s. h ough con en analysis o bibliog aphically coupled a icles and a hema ic map in key-
wo d analysis, speci ic a eas could be ad an ageous o esea che s in e es ed in conduc ing u he
s udies on HRD.
Since six o he op en jou nals a e published by he eme ald g oup, i seems ha his publishing
i m is he mos p e e ed among schola s s udying HRD ( able 4). Wi h 15 published a icles and 34
ci a ions, Managemen Resea ch Re iew is he sole jou nal ha has made a signi ican con ibu ion o
his opic. Fi e addi ional jou nals ha e limi ed con ibu ion wi h only 14 pape s and 214 ci a ions (4.65%)
a e included. Hal o he op 10 jou nals is ela ed o HRD a ea jou nals and a e in he i s qua ile. I is
c ucial o no e ha pape s ha a e published in p es igious o well-es ablished jou nals ypically ecei e
mo e a en ion, a e ci ed mo e equen ly, and ha e a bigge impac on he communi y (Pham-Duc e al.,
2023). Be ween 2011 and 2008, i e ou o he en published a icles ecei ed high ci a ions, indica ing
ha a icles published du ing he g ow h s age a e aluable e e ences ha ha e a signi ican in luence
on many succeeding s udies in his ield.
Mo eo e , ou bibliome ic analysis e ealed ha he majo i y o s udies conduc ed on he implemen-
a ion o HRD in asia we e in he ields o business, managemen and accoun ing, social sciences and
economies. he e o e, s udies ha analyse he p ac icali y o implemen ing HRD in o he a eas such as
enginee ing, compu e science, en i onmen al science, medicine, a s and humani ies, and psychology
can be conside ed o u u e esea ch.
Finally, based on he analysis, i was ound ha s udies on HRD in asia was conduc ed ac oss a
ange o di e en indus ies wi h educa ion being he mos p ominen . he indings also unde sco e
he need o u he esea ch in o he indus ies o ins ance ag icul u e, manu ac u ing, heal hca e,
bio echnology, elecom, ene gy, jou nalism, cul u al, oil, and pe ochemical. Such s udies can p o ide
18 M.a. aRIFIn e aL.
insigh s in o he applica ion o HRD in speci ic indus ies, he e o e enhancing he skills and compe en-
cies o hei wo k o ce.
6.2. P ac ical implica ions
Findings om his s udy con ibu e o he unde s anding o he de elopmen o HRD esea ch om he
asian con ex . Such unde s andings acili a e esea che s, academia and p ac i ione s o de ise s a egies
o con ibu e o he knowledge, p ac ice and applica ions o HRD o sui he cu en and u u e ends.
Findings o his s udy sugges ha in o de o p o ide employees wi h an excellen wo k expe ience,
HRD p ac i ione s and op managemen should in eg a e new echnologies in o HRD unc ions (ali e al.,
2023; Shayegan e al., 2023). his is also o le e age echnological ad ancemen ha can enhance he
o e all e ec i eness o HRD ini ia i es, con ibu ing o a mo e posi i e and p oduc i e wo k en i on-
men . Manage s should ca e ully design hei depa men s a egies o imp o e indi idual and o ganiza-
ional pe o mance while allowing employees o y new hings. his in ol es aligning HRD ini ia i es
wi h b oade o ganiza ional goals and c ea ing a conduci e en i onmen o employees o explo e and
expe imen wi h new echnologies. Fo example, op managemen should conside he in oduc ion o
e-HRD p ac ices as pa o hei unique alue enhancemen s a egies. his could in ol e he implemen-
a ion o online lea ning pla o ms, digi al pe o mance managemen sys em and o he elec onic ools
ha enhance HRD unc ions. In eg a ion should be g adual, wi h adequa e suppo and aining p o-
ided o ensu e a smoo h ansi ion.
When discussing e-HRD, i ’s impo an o no e he in eg a ion o da a analy ics o HRD pu poses.
e-HRD makes use o da a analy ics ools o gain insigh s in o he e ec i eness o HRD p og ams (Jiang
& akde e, 2021). hese ools ack employee p og ess, pinpoin a eas o imp o emen , and measu e he
impac o aining ini ia i es on bo h indi idual and o ganiza ional pe o mance. he da a-d i en insigh s
de i ed om hese analy ics assis HRD p ac i ione s in making in o med decisions and con inually op i-
mizing hei p og ams. gi en ha e-HRD in ol es he u iliza ion o digi al pla o ms and he handling o
sensi i e employee da a, o ganiza ions mus p io i ize cybe secu i y (Ca s ea & enache-Da id, 2018).
Implemen ing obus p i acy measu es becomes c ucial, encompassing secu e access con ols, enc yp-
ion me hods, and compliance wi h da a p o ec ion egula ions. In essence, e-HRD ep esen s a comp e-
hensi e app oach o le e aging digi al echnologies o HRD, inco po a ing di e se ools and s a egies
aimed a enhancing o e all HRD p ac ices.
6.3. Limi a ions and u u e esea ch di ec ion
Despi e con ibu ing o he body o knowledge, especially in highligh ing he con ibu ions o schola s
om asia o he ield o HRD, his s udy has i s limi a ions. Fi s is he use o a single da abase o da a
e ie al and analysis. While Scopus o e s subs an ial a icle co e age, u ilising o he da abases o a com-
bina ion o di e en da abases will yield a mo e comp ehensi e insigh in o his opic. Second, his s udy
did no include o he ypes o documen s such as unpublished wo king pape s, doc o al heses, ex -
books o con e ence p oceedings. Fu u e s udies can conduc simila analyses on o he documen ypes
o p o ide be e insigh s in o he de elopmen o HRD. hi d, he s udy only ocused on asian schola -
ship on HRD. Fo h, he con ibu ions o a icles published in o he languages han english we e no
highligh ed as he s udy only included a icles in english. Las ly, his s udy examines he de elopmen
o he opic o he whole pe iod om 1984 o he p esen ime. an in e es ing esea ch a enue is o
segmen he s udy yea s in o h ee de elopmen pe iods, o p o ide a di e en pe spec i e on he e o-
lu ion o he opic.
his a icle speci ically ocuses on HRD in asian coun ies; howe e , u u e s udies could explo e HRD
in di e en con inen s, such as eu ope, h ough bibliome ic analysis. addi ionally, conduc ing compa a-
i e analyses be ween con inen s could p o ide aluable insigh s in o egional a ia ions in HRD p ac-
ices. as discussed ea lie , he opic o e-HRD is con inuously e ol ing. Fu u e s udies may conside
del ing in o his a ea mo e deeply, dedica ing a pape o e-HRD and explo ing he echnological aspec s
o elec onic HRD. his could in ol e discussing eme ging echnologies ele an o e-HRD and hei
impac on HRD p ac ices in di e en egions.
COgen BUSIneSS & ManageMen 19
Au ho s’ con ibu ions
Muhammad aiman concei ed and designed he s udy. Razlina pa icipa ed in he coo dina ion and d a ing o he
manusc ip . Ummu a hilia helped in he analysis. all au ho s ead and app o ed he inal manusc ip .
Disclosu e s a emen
no po en ial compe ing in e es was epo ed by he au ho (s).
Abou he au ho s
Muhammad Aiman A i in is a senio lec u e in he Facul y o Business and Managemen , Uni e si i eknologi MaRa
Pe lis B anch, Malaysia. His esea ch in e es s include compe ency de elopmen , alen managemen , ins umen
de elopmen , HR policies and bibliome ic s udy.
Razlina Razali is a senio lec u e a he academy o Language S udies, Uni e si i eknologi MaRa Pe lis B anch,
Malaysia. He a eas o in e es s include eedback, alen in highe educa ion, eaching and lea ning, applied linguis-
ics and bibliome ic s udy.
Ummu A hilia Kamal is a Mas e ’s s uden a he Facul y o Business and Managemen , Uni e si i eknologi MaRa
Pe lis B anch, Malaysia. He esea ch ocuses on alen managemen wi hin Malaysian public uni e si ies and highe
educa ion.
Da a a ailabili y s a emen
he da a ha suppo he indings o his s udy a e openly a ailable in Scopus a www.scopus.com.
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