A student presentation on an annotated bibliography of an article about social network analysis research in the HRD context.

1. SNA & Social Capital
in Organizational Learning
David J. Shofstahl
A student presentation for SEPS 861
Old Dominion University

2. Han, S., Chae, C., & Passmore, D. (2019). Social network
analysis and social capital in human resource
development research: A practical introduction
to R use. Human Resource Development Quarterly,
2019(30), 219-243. https://doi.org/10.1002/hrdq.21341

3. Application of social network analysis
(SNA) for understanding the
structural properties of relationships
at individual and group levels for
identified key links and brokers of
power and knowledge who moderate
the organizational synergy and
control the learning climate.

4. Social Capital Theory
Framework for understanding social structure and relational
patterns, connectivity and interaction, knowledge sharing, and
resource control.

5. motivation to learn and commitment to transfer training
power, influence, ranking, and inequality
attitudes and behaviors

6. Social Network Analysis
Visual representation of position,
strength of relationship, level of
influence, and other dynamics.
Identifies critical blocks and crucial
actors for overcomingchallenges in
work-related learning.

7. SNA Uncovers Barriers
Reveals the source of
organizational culture
Increases the visibility of
learning transfer climate
SNA Guides Intervention
Identifies key links
and bottlenecks
Clarifies stratification
and positions of influence

8. All about the People!
SNA is a powerful tool for
discovering and understanding the
functionality of organizations
through the channels of power and
information that impact culture,
climate, individuals’ perceptions,
and learning in the workplace.

9. SNA is useful for improving motivation
and learning in needs analysis and
intervention planning.

10. Questions
or
Comments?