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Evaluation Criteria

Evaluation Criteria

Manuscripts will be evaluated according to the following criteria:

Refereed Research and Theory Full Manuscripts

  • Relevance to HRD field

  • Significance of research problem and/or theoretical conceptions

  • Relevance and thoroughness of literature review and/or conceptual framework

  • Clarity of research questions, purpose, and/or hypotheses

  • Appropriateness and justification of the research design and methods (May not be applicable to conceptual or literature review-based manuscripts, depending on authors’ discretion.)

  • Rigor and robustness of data collection and analysis methods

  • Quality of reporting of results and discussion

  • Appropriateness of conclusions and/or recommendations

  • Contribution to HRD theory and/or research

  • Utility for HRD practice

  • Overall clarity and quality of writing

Refereed Scholar-Practitioner Full Manuscripts

  • Relevance to HRD field

  • Significance of problem issue

  • Relevance of literature review and/or conceptual framework

  • Clear description of the practice, setting, and organizational need linked to the problem issue

  • Practice allowed for testing of existing research and theory

  • Practice design addressed organizational need and incorporated existing theory and/or research on subject

  • Description of practice outcomes, with metrics where appropriate

  • Lessons learned from practice, next steps for practice, and further work that could be done to test practice or address problem

  • Implications for HRD theory and/or research

  • Utility for HRD research and/or practice

  • Overall clarity and quality of writing

Refereed Research Abstracts

  • Relevance to HRD field

  • Significance of research problem

  • Relevance of cited literature

  • Clarity of conceptual framework

  • Clarity of research questions, purposes, and/or hypotheses

  • Appropriateness and justification of the research design and methods (May not be applicable to conceptual or literature review-based manuscripts, depending on authors’ discretion.)

  • Clarity of data collection and analysis methods

  • Implications of results and discussion

  • Potential in advancing HRD theory and/or research

  • Overall clarity and quality of writing

Refereed Scholar-Practitioner Abstracts

  • Relevance to HRD field

  • Significance of problem issue

  • Clarity of conceptual framework

  • Clear description of practice, setting, and organizational needs

  • Practice grounded in theory and/or research

  • Description of practice outcomes

  • Lessons learned from practice

  • Utility for HRD research and/or practice

  • Overall clarity and quality of writing

Research Roundtables

  • Relevance to HRD field

  • Clear and bounded research problem

  • Relevance of cited literature

  • Well-formulated conceptual framework

  • Clarity of research questions, purpose, and/or hypotheses

  • Well-formulated research design and methods

  • Clarity of data collection and analysis methods

  • Potential contribution to HRD theory and practice

  • Overall clarity and quality of writing

Innovative Sessions

  • Aligned with the strategic learning goals of the AHRD

  • Innovative content

  • Addresses theory, research, and/or practice

  • Makes a substantive contribution to HRD knowledge

  • Intellectually stimulating; generative of a high level of scholarly dialogue

  • Participative design for both presenters and attendees

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