Monthly Newsletter | July 2017 | View Online facebook linkedin twitter
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2018 AHRD Conference in the Americas


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Association News

Message from an AHRD Board Member

By Ross Azevedo, AHRD Board Member

As we come to the mid-point of summer and await the beginning of the academic calendar for many, we need to begin to expand the membership of the Academy of Human Resource Development. Obviously, we need the membership of all of those who are associated directly with the field through their engagement as students in academic programs, as practitioners in the process of bringing the field’s expertise to the wider world, and as academics using their research and teaching expertise together to invigorate the field. But this board member, for one, would argue we need to bring many more into the fold.

One characterization of the basic nature of the argument to be advanced here is that the diverse nature of the field of Human Resource Development demands that it recognize AND incorporate other fields of academic inquiry if HRD is to reach its fullest state of maturity. We can be parochial and view the world as one where isolation is our objective and nobody but “US” can address the problems and questions we do. However, I would argue that such a perspective is limiting and deprives us of both what we can and should learn as well preventing us from making the full variety of contributions we can and should make to the world in which we live. We are missing the full multi-disciplinary opportunities our field encompasses if we ignore what the other fields of academic inquiry and activity around us can contribute which is why they should be included in our thinking for their contributions to our field.

The alternative perspective herein is that there are researchers and practitioners in a vast variety of fields that do HRD but call it by another name. We are broadly involved in the performance of people and organizations and the same may quite well be said for many in any given field. But they do not know HRD. They may not have even heard of the field. This is our challenge — to make the field known to them. As emissaries for HRD there is a rich opportunity for us to examine our fields in parallel with them and bring them into the family. Consider the following which reflects how the varied fields around us can (and do if we let them) contribute our work as we can contribute to theirs:

We Need to Include Sociologists
The study of social relationships, and the institutional settings in which they function, obviously includes the world of work with which many in HRD are involved. As much of the research, consulting, and teaching in HRD involves groups, we can take advantage of those who study groups and they can use the skills we have to improve their efforts in turn. The interaction of race, gender, social groups, class, religious faith, migration, and varied cultures all impact our work and fully dealing with them with the sociologists’ expertise would empower the field.

We Need to Include Historians
As George Santayana, a philosopher and novelist who spanned the 19th and 20th centuries, has oft been quoted as saying, “Those who cannot remember the past are condemned to repeat it.” Those warning words should ever alert us to the potential errors we might make when we act as if every intervention we begin can use the same model we have used over and over since the distant past. In a similar vein, how many of us have gotten into the heart of a project and recognized it did not work last time…we know why, and it is happening again? One study I am aware of reached that point when over $100,000 had been spent on the second effort and it clearly was not working that time either. The past may shape what we do in Human Resource Development but it is the historical perspective that should keep us on the proper tracks.

We Need to Include Economists
The field of HRD derives from many theoretical frameworks with Human Capital Theory from economics being one of the most frequently used and cited in the literature and in practitioners’ work. But there is more; the field deals with the investment in people in general and in workers in particular as the outcomes of social, political, organizational, and economic processes. As a society, as well as a field, we need to recognize the importance of these investments and incorporate them fully into the Academy. While some regret the translation of what we do into financial terms, we all have to recognize that it is the resources we have that determine what we ultimately can do. Economics can assist us in that process.

We Need to Include Psychologists
While we know psychologists come in many disciplines, we are most closely aligned with those who are in industrial/organizational psychology. They, too, work to deal with workplace problems, often involving training and organizational development. They study a range of topics including morale, productivity and efficiency, work and cultural differences, career development, work-life balance, and quality of work life. A perusal of our journals and conference proceedings will reveal these same topics showing up with startling frequency, shouldn’t their skills be included in the Academy?

We Need to Include Attorneys
We need to also address the fact that much of what is done in HRD has legal implications…and very important ones in some cases. When we engage in research studies, training efforts, organizational development programs and related activities, we may subject ourselves to potential legal difficulties and complications if we do not do so correctly. To enrich our work by being guided by the legal aspects of the field not only upgrades the quality of what we say but also improves its potential impact.

We Need to Include…and the list could go on as each of us considers the true nature of our work in HRD
The Academy is far ranging in the fields of intellectual and professional inquiry it encompasses; this fact needs to be fully recognized, accepted, and acted upon by the organization and its members…which clearly includes you. As many of us have experienced, the world only gets better as it expands. Just as we can learn from all, we can teach all given the skills and knowledge we have from this field. Indeed, we could call such a task a fundamental charge for our profession.

This is a call for you to attract those whom you know who are in the many diverse fields “related” to Human Resource Development (through invitation) into the Academy. Discuss your interests in the field with them. Seek their advice and suggestions as to how to improve your work, share the AHRD journals where you know they can be of assistance to the others. Attract — indeed invite — them to attend our conferences to share their work with a broader and more diverse audience, and demonstrate to them the value of being a member of the Academy of Human Resource Development.

If you do so, you have boosted the membership and welfare of the Academy and made it a better organization.

News for Members

2018 AHRD Conference in the Americas

Greetings! We are excited about the upcoming 2018 AHRD International Research Conference in the Americas, which will be held February 14-17, 2018, in Richmond, Virginia. This is an especially significant conference because we’ll be celebrating the 25th anniversary of the Academy of Human Resource Development!

We have many special plans emerging to celebrate AHRD and its contributions to the field of HRD and we are hoping for record attendance at the 2018 conference as we continue to strengthen our community and ready for the next 25+ years of impact that will come from AHRD members!

The field of Human Resource Development is ever changing, exciting and critical to the success of organizations across the world. The AHRD conference is the only such event focused on scholarly cutting edge HRD research, bringing together, scholars, authors, publishers, students and scholar-practitioners to engage, learn and grow.

The AHRD conference is your chance to connect with 300-400 human resource development scholars and thought leaders from around the world. Each year, the rigor of the papers and presentations continues to increase as well as the opportunities to share and meet your peers and founders of our community. It’s highly engaging and an impactful professional development opportunity.

Gain unique perspectives, be challenged and inspired with cutting edge research in our field. In addition, there will be inspiring and thought-provoking keynotes, pre-conference sessions, posters and town hall session. Our mobile app and abstract system will give you instant searchable access to hundreds of papers so you can enhance your own research right away. We have invested considerable time and forethought to ensure that you experience a welcoming, inclusive and engaging conference.

We are excited to be going to Richmond, Virginia with is rich with history and character. We have negotiated a discounted hotel rate of $159 at the Marriot Richmond. Richmond ranks seventh on Travel + Leisure’s list of “AMERICA’S FAVORITE CITIES.”

We’ve held conference registration rates the same as last year and we will be launching the conference registration in late-October.

Mark your calendar and plan on participating in the best AHRD conference yet!

Announcing the 2018 Conference Team

I would like to introduce you to our conference team. You may already be familiar with them, because they have been highly engaged in AHRD in various ways. In the true spirit and practice of Human Resource Development, we have a three-year rotation which allows for the team members to serve particular roles and functions (Associate Proceedings Editor, Proceedings Editor, and then Program Chair) that help them contribute, grow and develop in instrumental and invaluable ways to the success of our Conference. Dr. Robert Yawson serves as Program Chair this year, Dr. SunYoung Park serves as Proceedings Editor, and Dr. Sarah Minnis serves as Associate Proceedings Editor.

Find out more about the 2018 Conference Committee!


Julie Gedro, SUNY Empire State College
Conference Chair


Robert Yawson, Quinnipiac University
Program Chair


Sunyoung Park, Louisiana State University
Proceedings Editor


Sarah Minnis, Anthology Consulting LLC
Associate Proceedings Editor

Call for Conference Submissions is Now Open (due September 3, 2017)

The online submission system for submissions and proposals for the 2018 Conference in the Americas is already open (as of July 1, 2017) and ready for your submissions! Be sure to download the Call for Submissions (PDF) and note these important dates related to conference submissions:

September 3, 2017

All submissions for the 2018 conference due by 11:59 p.m. PST. No extensions.

October 14, 2017

Decision notifications to authors

November 30, 2017

Camera-ready submissions due

December 18, 2017

Call for Session Chair volunteers

February 14 -17, 2018

Conference Dates (with pre-conference activities February 13 -14, 2018)

The 25th AHRD annual conference will include leading scholars and senior-level practitioners reporting their cutting-edge research and theorizing. The program will be comprised of blind, peer-reviewed submissions that offer a diverse range of topics, perspectives, and research paradigms. In addition, the conference will include several types of non-refereed sessions that provide excellent opportunities for bringing together conference participants to engage in generative learning through both formal and informal interactions about topics of mutual interest. Conference tracks for this year are:

  • Assessment and Evaluation
  • Critical, Social Justice, and Diversity Perspectives in HRD
  • HRD Performance and Strategy
  • International, Global & Cross Cultural Issues
  • Leadership and Career Development
  • Non-Refereed
  • Organization Development and Change
  • Research Methods and Foundations in HRD
  • Technology, E-Learning & Virtual HRD
  • Workplace Learning

Call for 2018 Pre-Conferences

The Academy of Human Resource Development (AHRD) is currently soliciting proposals for pre-conference sessions to be offered prior to the convening of the 2018 AHRD International Research Conference in the Americas. See the complete details for pre-conference proposals available on Conference Central. If you would like to explore your idea before submitting a full proposal, contact Julie Gedro ( Proposals should be submitted directly to Julie Gedro ( by Monday, September 4, 2017 (11:59 p.m. PST).

Call for Authors for Middle Eastern Women in Leadership

By Lulwa Mutlaq and Gary N. McLean

We are working on a book proposal on Middle Eastern Women in Leadership (Co-Editors: Lulwa Mutlaq and Gary N. McLean) with the publisher, Palgrave Macmillan. It is a part of the Asian Women in Leadership book series (co-editors: Yonjoo Cho, Rajashi Ghosh, Judy Sun, and Gary N. McLean).
This book will consist of about 15 chapters: after an introductory chapter, individual country chapters will cover topics such as status from past to present, factors leading change, sector perspectives, challenges and opportunities, recommendations for future research, and recommendations for practice. The book will end with a concluding chapter. We will present our authors’ perspectives on women leaders in, for example, the six GCC countries (Saudi Arabia, Kuwait, Bahrain, Qatar, the United Arab Emirates, and Oman), Jordan, Palestine, Lebanon, Egypt, Israel, Iran, Iraq, Afghanistan, and others.

Many countries in the Middle East have been highly dependent on oil over the past few decades and have been impacted tremendously by the recent oil price drop. Nevertheless, the region remains of strategic importance in the global energy market, due to its abundant oil and gas reserves and recent focus on several initiatives towards 2030 vision. However, it is also a region that has been marked by many economic and political turbulences. Across the Middle East, with great appetite for constructive change, the role of women has gained more attention recently. Increasingly, a focus on gender parity and untapped women’s talent, especially in government, energy, and the manufacturing and financial sectors, is receiving much needed consideration. Deeply rooted cultural, legislative, and educational barriers account for much of the low representation.

Although the status of women in the Middle East may have some similarities, when we compare the countries to each other, significant differences can be acknowledged. For example, the educational opportunities for women in Saudi Arabia are not equal to men, and the focus on educating women in different fields is more deeply rooted in the UAE, and can be tied to tribal and governmental initiatives. On the other hand, some women in Bahrain have recently been given opportunities for voice and leadership.

Although women are a great reservoir of quality work, they have been underdeveloped human capital, as the global gender gap indicates. In recent decades, women’s participation in economic and political activities has resulted in promoting their social status and leadership, but some cultural traditions remain unchanged, especially in family structures and interactions. Women’s roles as mothers and wives are very strongly upheld as the fundamental duty for women in the Arab world. This, coupled with strong cultural and religious restrictions, has disabled women from taking on a more active role, in the past. A phenomenon strongly associated with a sticky floor syndrome, often keeps women from achieving the desired advancements. Not only do women have to deal with breaking the glass ceiling, but they also need to learn how to push through the glass walls.

We are inviting you to express your interest in participating in this book project. Please email both of us by August 15 midnight EST, at and, and provide us a paragraph of no more than 150 words to indicate your expertise and, in rank order, your top three interests in which you wish to participate, based on the book outline below.

Middle Eastern Women in Leadership
Book Chapter Tentative Outline

Co-Editors: Lulwa Mutlaq and Gary N. McLean
Publisher: Palgrave Macmillan

Chapter 1: The Status of Women Leaders in the Middle East: An Introduction (Lulwa Mutlaq)

Chapter 2: Bahrain (Lulwa Mutlaq)
Chapters 3-12

Chapter 13: The Middle East in an Asian Context
Chapter 14: The Middle East in a Non-Asian Context

Chapter 15: Synthesis – Convergence, Divergence, and Crossvergence: Practice, Sector, and International Perspectives (Gary N. McLean)

Note that the outlined chapter titles are temporary ones, indicating the content and book structure, not the actual title. You are welcome to submit your chapter title based on your interest, and, if selected, you are free to change this, with our input, as we move forward. Also, expressing interest for three chapters does not imply that you would be expected to write three chapters. We will allocate chapters in a manner that balances your interest with our need of finding an author or authors for every chapter noted in the outline. Our preference is to have each chapter co-authored to represent varied perspectives. If you are willing to co-author a chapter and have a preferred partner, please indicate who the team will be and provide the 150-word description of your backgrounds for each of you. If you do not have a partner in mind, but you are willing to co-author, please let us know, as there will be others in a similar situation, and we will help match co-authors, with the approval of both parties.

Additionally, please forward this information to people who might be interested in the book topic. We welcome perspectives from scholars and practitioners, men and women, and those from the Middle East and those outside who know the situation in the Middle East well. No abstracts are required at this time. We will make a decision by late September about the participating authors and their chapters. At that point, we will invite you to submit a short abstract that we can include in our proposal to the publisher.

The deadline for the submission of the first draft of the book chapters is likely to be early 2018. You may contact any of us if you would like more information. We are so excited to be working on this project and look forward to working with many of you in the successful completion of the book project!

Lulwa Mutlaq Gary N. McLean
Vice Rector, Assistant Professor Professor Emeritus
University of Business and Technology University of Minnesota

AHRD Foundation News

By Gary N. McLean, AHRD Foundation Treasurer

Institutional Support of the AHRD Foundation

AHRD Foundation logo

Since the beginning of the AHRD Foundation, we have been fortunate to have been the recipients of the generosity of a few members and an annual silent auction to allow the Foundation to support the Academy in the accomplishment of its mission of leading the profession through research. The Foundation’s funds, over the years, have been used to provide seed money for research and to recognize excellence in providing funds for some of the annual awards.

However, these funds have been limited because of the small number of contributors. But that is beginning to change as we start to receive institutional contributions. A year ago, the Korea Action Learning Association, through the AHRD Korea SIG (special interest group), made a contribution of $1,000 to provide two student grants to encourage collaborative cross-cultural research and participation in the following year’s conference to present the results of the research.

Based on this model, the India SIG is also collecting contributions from its members to support a similar objective. And, finally, New Horizons in Adult Education and Human Resource Development, is planning on a similar annual contribution to recognize the authors of the outstanding article for each year.

These approaches are allowing the Foundation to grow its contributions to extending research in HRD. The Theory Development SIG, through the contributions of one of its members, has also made a contribution to recognize a member who has made the greatest contributions to HRD theory development. In addition to the direct recipients of the funds provided, the Foundation’s other programs are supported through a 20% overhead on these grants that go into the Foundations’ operating fund.

If you have influence on an organization, either within AHRD or external to it, we would love to have a conversation with you about how such a contribution can be recognized. Alternatively, consider supporting the AHRD Foundation with your individual gift of any amount. You can do so at There you will find a box “Make a Difference DONATE.” Clicking on the box will take you to a form to complete and submit with your donation.

The Academy of Human Resource Development Foundation serves Academy of Human Resource Development scholars, providing travel and grant support to advance the Academy’s mission of leading the profession through research. Through your gifts, HRD faculty and students are able to improve the scope and quality of their research.

More About the Asia AHRD Conference in India on Nov. 8-10, 2017

Special Invited Keynote Speakers

Sadhguru Indra

Sadhguru Jaggi Vasudev* & Indra Krishnamurthy Nooyi* (Confirmation awaited)

Keynote Speakers

Dr. Pradip Dr. Ashish Dr. D M Pestonjee

Dr. Pradip N Khandwalla, Dr. Ashish Nanda, and Dr. D M Pestonjee

View all Asia AHRD Conference in India panelists and keynote speakers now!

About AHRD Ahmedabad

Academy of Human Resources Development (AHRD) is India’s premier institution specializing in human resources development for all organizational forms. Academy was founded in 1990 by National HRD Network with the active support of some of the professors of Indian Institute of Management, Ahmedabad, including Dr. T. V. Rao, Dr. Udai Pareek, Dr. D. M. Pestonjee and a number of HRD professionals and people-management oriented corporations. It was later registered as a trust and society.

Over the years, the Academy has launched and nurtured a number of activities and programs in pursuance of the objective of knowledge generation and dissemination and capacity building for making HRD a vital part of a comprehensive management strategy. This objective has assumed tremendous importance in the context of competitive challenges facing industry and the opportunities that globalization has opened up. Academy’s activities consist of running high quality HRD related academic and management development programs, conferences, seminars and conclaves, research and publication, collaborative diploma programs and consultancy and provides services for the NGO Sector.

Conceived at the National HRD Network Workshop held on 25th Feb 1990. Commenced in 1990, supported by Ravi Matthai Center of IIM, Ahmedabad (IIM-A), Bank of Baroda Staff College, Ahmedabad and the Ahmedabad Management Association and Registered under Societies Act (Reg. No: GUH/4103/ Ahmedabad) and Bombay Public Trust Act (Reg. No. F/ 3963 Ahmedabad) in Dec 7, 1993. Contribution to AHRD entails tax exemption under the Sec 80 G of Income Tax Act.

Journal News



Clarivate Analytics has released 2016 JCR Impact Factors. The HRDQ Impact Factor is 2.44, which provides the following rankings:

  • 3/27 (Industrial Relations & Labor)
  • 22/80 (Psychology Applied)
  • 66/194 (Management)

The JCR Impact Factor for 2016 measures the average number of citations from documents published in the previous two years (2014-2015).

Combined with the ScopusCite Score of 1.94 for HRDQ, these are the highest scores ever achieved by HRDQ. A big thank you to all who have helped to make this happen, and especially to past HRDQ Editor Andrea Ellinger for all of her efforts on behalf of the journal.


The latest issue of HRDQ is now available!

Wiley has graciously provided free access to the editorial by Valerie Anderson:

Anderson, V. (2017), Criteria for Evaluating Qualitative Research. Human Resource Development Quarterly, 28: 125–133. doi:10.1002/hrdq.21282

The following articles have been recently added to HRDQ Early View:

Fletcher, L. (2017), The Everyday Experiences of Personal Role Engagement: What Matters Most? Human Resource Development Quarterly. doi:10.1002/hrdq.21288

Deptula, B. J. and Williams, E. A. (2017), An Intersubjective Perspective on the Role of Communal Sharing in Synergistic Co-mentoring: Implications for Human Resource Development. Human Resource Development Quarterly. doi:10.1002/hrdq.21287

All articles are available on Early View.

Connect With Us Online!

Follow HRDQ on Twitter Like HRDQ on Facebook Connect with HRDQ on LinkedIn


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HRDR Announces 2017 Impact Factor

We are pleased to announce our 2017 journal impact factor: 1.795! HRDR is now ranked 92 out of 194 journals in the highly competitive Management category. Our journal’s increased impact factor is reflective of the community of scholars, editors, writers, and reviewers who have contributed and continue to be dedicated to HRDR. Thank you for your service!

HRDR Has a New Resource Center

Check out our journal’s new resource center on our website! Through our resource center we hope to connect our scholarly community with our editorial team, provide resources to our authors and reviewers through a collection of curated material, and to highlight the work of outstanding authors and reviewers for their contributions. Our resource center can be found on HRDR’s website (middle, left-hand menu).

June 2017 Issue is Now Available

Our current issue features the following work:

resource 1 resource 2 resource 3

Distinctive Characteristics of Small Businesses as Sites for Informal Learning
Alan Coetzer, Henrik Kock, and Andreas Wallo

Cultural-Historical Activity Theory’s Relevance to HRD: A Review and Application
Oleksandr Tkachenko and Alexandre Ardichvili

Approaches for Developing Intercultural Competence: An Extended Learning Model with Implications from Cultural Neuroscience
Wei-Wen Chang

Knowledge Work and Human Resource Development
Ronald L. Jacobs

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HRDR Author Podcast

Dr. Ronald L. Jacobs discusses his work in our current issue, “Knowledge Work and Human Resource Development”. Listen to Dr. Jacobs’ podcast here.

2nd Virtual Special Issue of 2017

This year’s second virtual special issue is now available featuring the most impactful articles published over the past three years. Access this virtual special issue here.

Reverse Mentoring: A Social Exchange Tool for Keeping the Boomers Engaged and Millennials Committed
S. Chaudhuri and R. Ghosh (2012)

Critical Action Research in Human Resource Development
R. P. Githens (2015)

Autoethnography as a Legitimate Approach to HRD Research: A Methodological Conversation at 30,000 Feet
R. S. Grenier (2015)

The HRD Eustress Model: Generating Positive Stress with Challenging Work
M. B. Hargrove, W. Becker, & D. Hargrove (2015)

Affective Commitment as a Core Essence of Organizational Commitment: An Integrative Literature Review
Zachary Mercurio (2015)

Emotionally Intelligent Mentoring: Effective Mentoring Relationships
R. Opengart & L. Bierema (2015)

Skunked: An Integrative Review Exploring the Consequences of the Dysfunctional Leader and Implications for Those Employees Who Work for Them
K. Rose, B. Shuck, D. Twyford, & M. Bergman (2015)

Access this virtual special issue here!

Virtual Issue Author Blogs

AHRD Foundation logo

We’ve collaborated with authors from our virtual special issue to share more about their impactful articles included in our current online issue!

Read Dr. Robin S. Grenier’s author blog about her 2015 article, “Autoethnography as a Legitimate Approach to HRD Research: A Methodological Conversation at 30,000 Feet”.

Chaudhrui Ghosh

Later this month we’ll feature the blog of co-authors Drs. Chaudhuri and Ghosh featuring their 2012 article, “Reverse Mentoring: A Social Exchange Tool for Keeping the Boomers Engaged and Millenials Committed”.

HRDR Reviewers

HRDR is proud to be part of AHRD’s journal family. The success of our journal and its scholarly contributions to the field of HRD depend on our editorial team and board as much as our reviewers’ expertise. Our journal is always looking to expand its reviewer pool. We invite AHRD members who have not yet had the opportunity to serve the Academy in this respect to submit their CVs to our journal to be considered for our reviewer base. We welcome diversity of thought and experience to help strengthen the selection of published work.

Please submit your CV and/or questions directly to

HRDR is Moving!

HRDR’s new editorial team will be transitioning over the month of July. After July 15th our new editorial team can be reached at Please update your contacts so we can keep in touch!

HRDR celebrates its 15th anniversary!

In celebration of HRDR’s 15th anniversary we will highlight milestones in our publication’s history. Follow us on social media for access to photos, articles, and fun facts!

We encourage our HRD community to share their favorite HRDR milestones, articles, and celebrate this 15th anniversary using #HRDRturns15 on our social media outlets.

Join the conversation! Facebook: @HRDRJournal Twitter: @hrdrjournal

HRDR straight to your inbox!

Learn more about our journal, receive announcements, table of contents, and updates! Sign up for e-alerts from HRDR.

Additional News

Job Postings

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Subscribe to AHRD Job Postings now! job posting subscribe icon

AHRD Career Center

Training Design Content Developer

Delta Dental Insurance Company | Alpharetta, GA

As a member of the Enterprise Operations Training team, this position is responsible for working with the business and Trainers to develop training courses and staff training materials. This includes the development of blended learning methods and tools for courses including instructor led and web-based training.

Read More


Delta Dental Insurance Company | Alpharetta, GA


  • Designs, develops and delivers webinars, instructional materials, job aids, documentation and communication to all enterprise staff. This may involve using software tools such as UPK, Adobe Presenter, Adobe, Webex, Go-to-Meetings, and MS PowerPoint.

  • Leads and coordinates training projects, updates SharePoint, and acts as a liaison between the Department and end-users.

  • Manages external training with general and e-business vendors.

  • Serves as a team member and partner to all enterprise staff, identifying opportunities for improved services and learning solutions. Provides technical and procedural support to business and technical project teams.

Read More

Cost of posting:

Members - $25.00
Non-Members - $100.00
PEN Members - FREE; complete the job posting form. Do not send PDFs.

Posting information:

  • Job ads are posted for 90 days and are available to all members and non-members visiting the AHRD website.

  • If you have any questions, contact us at

  • PEN Members: Email the office the completed Job Posting Form. Once you have completed the form, we will post the job for you. Do not send PDFs of job postings.

Final Thoughts

By Robin Grenier, Digest Editor

robinI miss including the Good News section in the Digest. In the past, we have shared lots of great news from members – everything from grant awards to retirements to promotions and even births. The reason you haven’t seen this section recently is because I can’t write it without input from members. Any member can share their good news in the Digest.

If you have something you want to share with Academy members send me a 300-word max. description of your announcement and adding a photo is a bonus. We all like knowing what our colleagues are up to, so send your good news to me by the 10th of each month to


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About the Digest


Be sure to let us know if you move or if you change email addresses. You can sign in to your profile or email us at

Contributors to this Issue

  • Robin Grenier, Editor
  • Ross Azevedo
  • Mari Campuzano
  • Julie Gedro
  • Gary N. McLean
  • Lulwa Mutlaq

The editors reserve the right to select and edit articles submitted.

The AHRD Digest is published electronically the second week of each month. Please submit ideas and content that would be valuable to members to by the 10th day of the month previous.

Academy of Human Resource Development
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Phone: 1+(651)290-7466 | FAX: 1+(651)290-2266