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From the Board

Jason B. MoatsJason B. Moats, AHRD Board Member

I wanted to start this month’s From the Board with a personal note. In July 2017, I returned to work full time, less than 60 days from my surgery. In August 2017, my doctors confirmed I was cancer free. The prayers, thoughts, good energy, calls, and texts from many of you in the Academy before and after my surgery and throughout my recovery mean the world to me. I am forever grateful for you and for the Academy. Without the relationships behind these gestures, I am completely convinced my recovery would not have been as fast or successful. I have often written you about the importance of rigor and relationships. I can tell you that the power of the relationships I have been a part of through the Academy have proven to be some of the most valuable and important in my life. I value you as my friends, colleagues, and as members of the Academy of Human Resource Development. I can assure you that during my last year of this term, I will work even harder to help us move forward.

In reflecting on the last year, I also ask that we take stock of what we, as an organization, have to offer. In their definition of HRD, McLean and McLean (2001) offer some insight to our potential by indicating that HRD has the potential reach to “…the whole of humanity.” (p. 322). That perspective is both daunting and empowering. It is daunting because the whole of humanity is diverse. There is not a one-size-fits-all approach that will fit the need. As HRD Scholars and Practitioners, whether we are embedded in a company or the professorate, the breadth that this implies stretches to us all. Unfortunately, in many ways, as an organization, we are falling short.

HRD is a living, breathing field of study and practice (many would argue HRD is a discipline — and if that is your perspective, don’t let my word choice obfuscate my message). As the ecosystems in which HRD is present changes, we are sometimes sluggish and hesitant to adjust to the changes. We could cuss and discuss the reasons why, but the impact is that while change continues, HRD is slow to adapt. In his satirical article, Swanson (2007) implies that HRD works everywhere. He, albeit wryly, recommends that we have a definition of HRD that applies to galaxies beyond our own. That reach is certainly daunting! Nevertheless, Swanson (2007) makes a powerful point that holds true today: HRD is a diverse field that transcends many other disciplines. Consequently, I posit that HRD has the ability to be a force of positive change. I think the question on the table is: Will we?

HRD’s diversity is precisely why I believe the whole of humanity perspective is empowering. HRD encompasses knowledge from so many disciplines and transcends so many boundaries that virtually nothing is off-limits. Whether we study the phenomena in naturalistic environments or identify innovative and unique applications of scholarship to the diverse situations around the globe, there is a place for HRD. I once had a colleague tell me, “All too often, scientists create solutions at the bench, then look for the problem they solve.” While I will admit this has been done and some innovation has come from this type of research, I cannot say it is efficient, let alone practical.

As an organization, the Academy vows to lead HRD through research. This is a call to action. If we look at how to do research, we know that an important part — perhaps the most important part — is identification of the problem. We need to up our game and search out the problems. From my perspective, HRD offers the ability to innovate. We know how to adapt to the changing environment, but are we hesitant to follow our own advice? For example, as HRD professionals (including scholars and practitioners), why are we not examining and developing ways to build and maintain human capacity in resource-poor cultures and societies? Why are we not researching methods and techniques to develop more civility within the workforce? Why are we not researching what leads to violence and implementing strategies and methods to stem its growth before it metastasizes throughout an organization? As I mentioned before, the areas where HRD can be a force for change are boundless.

This note is a challenge to us who are involved in HRD, as individuals, and corporately as the Academy of Human Resources Development. We must look for new and innovative ways to engage the world around us. We must look for strategies and methods to develop the human resource in both small and large ways effectively and efficiently. We cannot and must not rest on our laurels as the world, which is defiantly and rapidly changing, moves on. If we do, opportunities will pass us by. Consequently, we could quickly become irrelevant while we are plotting the next move. That’s not to say we should act in haste or without measure for the sake of doing something; but we must do more and do it quicker. As scholars, we must engage practitioners to identify the problems and the needs. As practitioners, we must engage with researchers to identify ways to work through the problems and challenges. As theorists, we have a responsibility to develop explanations of the world around us. Stating “I don’t care about theory” is leaving validated, important, and meaningful knowledge on the table in a world where there is so much false information. And, in my opinion, it is irresponsible.

References

McLean, G. N., & McLean, L. (2001). If we can't define HRD in one country, how can we define it in an international context? Human Resource Development International, 4(3), 313-326.

Swanson, R. A. (2007). Defining Intergalactic Human Resource Development (IHRD). Human Resource Development International, 10(4), 455-458.


News for Members

Call for Submissions: 2019 AHRD Conference in the Americas

AHRD is celebrating its 26th Annual Conference in 2019!

Louisville, KY
Pre-Conferences February 13–14, 2019 (Wednesday–Thursday)
Conference February 14–16, 2019 (Thursday–Saturday)
Location Marriott Downtown
280 W Jefferson St.
Louisville, KY 23219
Hotel Website

The 26th AHRD annual conference will include leading scholars and 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. AHRD is an inclusive organization and invites all those who are interested in the field, no matter where they are on their scholarly journey.

The Call for Submissions can be accessed on the Conference Central site.

Important Notes, Dates and Deadlines

July 1, 2018 Begin accepting conference submissions
September 5, 2018 Final (NO EXTENSIONS) submission deadline for manuscripts
October 8, 2018 Decision notifications to authors
November 10, 2018 Camera-ready submissions due
December 13, 2018 Call for Session Chair volunteers

Track Chairs Appointed for the 2019 AHRD Conference in the Americas

The 2019 AHRD Conference Committee on behalf of the AHRD Board is pleased to announce the Track Chairs for the 2019 Conference in Louisville, KY. These Conference Track Chairs will play a strategic leadership role in providing a rewarding conference experience for attendees. AHRD Conference Track Chairs serve key leadership roles by ensuring that the content and the design of the refereed and non-refereed sessions are supportive of their respective tracks. This nine-month renewable position is effective June 2018 through the conclusion of the 2019 AHRD Conference in the Americas.

The Track Chairs for the 2019 AHRD Conference in the Americas are as follows:

    Jie Ke, Jackson State University
    Assessment and Evaluation Track Chair
    jiejke@gmail.com

    Katsiaryna Matusevich, Barry University
    Critical, Social Justice, Diversity Perspectives in HRD Track Chair
    KMatusevich@barry.edu

    Kibum Kwon, Texas A&M University-Commerce
    HRD Performance and Strategy Track Chair
    kibum.kwon@tamuc.edu

    Dae Seok Chai, Western Michigan University
    International, Global and Cross-Cultural Issues Track Chair
    daeseokchai@gmail.com

    Katherine Yeager, Texas A&M University
    Leadership and Career Development Track Chair
    yeagerkl@hotmail.com

    Rebecca McPherson, Texas A&M University-Central Texas
    Leadership and Career Development Track Associate Chair
    becca.mcpherson@tamuct.edu

    Rita Kowalski, Work Life Consulting LLC
    Non-Refereed Track Chair
    nonreftrackahrd@gmail.com

    Deepika Pandita, Symbiosis International University
    Non-Refereed Track Associate Chair
    deepikapandita21@gmail.com

    Michael Kirchner, Indiana University Purdue University-Fort Wayne
    Organization Development and Change Track Chair
    mikekirchner0@gmail.com

    Rose Opengart, HRDOC Research Methods and Foundations in HRD Track Chair RoseOpengart@yahoo.com

    Oh, Eunjung (Grace), University of Illinois at Urbana-Champaign
    Technology, E-Learning, and Virtual HRD Track Chair
    egraceoh@illinois.edu

    Caleb Seung-Hyun Han, The University of Georgia
    Workplace Learning Track Chair
    calebhan@uga.edu


2019 Conference in the Americas Exhibiting & Sponsorship Opportunities

2019 AHRD Conference Exhibiting & Sponsorship Prospectus

Interested in sponsoring the 2019 conference in the Americas?
Download the Exhibiting & Sponsorship Prospectus!
Online Registration will open in July at www.ahrd.org.



Submission Deadline Nears (July 31) for the 2018 Asian Conference of the AHRD

The National Institute of Development Administration (NIDA) will host the 17th International Asian Conference of the Academy of Human Resource Development in Bangkok, Thailand. The conference will be held November 8–10, 2018 following preconference sessions on November 7.

The conference will present the latest research findings, current practices, and theoretical development in HRD. NIDA proudly invites academics and professionals working in any specialty field of HRD to contribute to the conference by presenting papers, participating in forum discussions, and attending workshops.

Get additional information about the Asian Conference for AHRD and call for papers.


Journal News

Human Resource Development Quarterly (HRDQ)

Valerie Anderson, Kim Nimon, and Jon Werner, Co-Editors

HRDQ UFHRD

HRDQ at the UFHRD Conference

The symposium presenters (pictured from left) were Jia Wang, Heather Short, Travor Brown, Carole Elliott, and Valerie Anderson; they presented a symposium entitled “Getting Published: Responding to Journal Reviewers’ Feedback and Journal Decision Letters” at the UFHRD conference in June in Newcastle, UK.

HRDQ, along with its publisher, Wiley, were also pleased to sponsor the keynote address at UFHRD by David McGuire, “Power, Possibility, and Potential: Lessons from the collaborative research process in HRD."

UFHRD

New in HRDQ

The latest issue of HRDQ, Spring 2018 (Volume 29, Issue 2) is available here.

This issue includes the following:

Maintaining relevance and rigor: How we bridge the practitioner–scholar divide within human resource development (pages 99–105)
Travor C. Brown and Gary P. Latham
DOI: 10.1002/hrdq.21308

Building employee resilience through wellbeing in organizations (pages 107–124)
Karen Tonkin, Sanna Malinen, Katharina Näswall, and Joana C. Kuntz
DOI: 10.1002/hrdq.21306

The future of interpersonal skills development: Immersive virtual reality training with virtual humans (pages 125–141)
Marianne Schmid Mast, Emmanuelle P. Kleinlogel, Benjamin Tur, and Manuel Bachmann
DOI: 10.1002/hrdq.21307

An application of work engagement in the job demands-resources model to career development: Assessing gender differences (pages 143–161)
Yunsoo Lee and SunHee J. Eissenstat
DOI: 10.1002/hrdq.21310

Exploring factors influencing employees' impression management feedback-seeking behavior: The role of managerial coaching skills and affective trust (pages 163–180)
Hui-Hsien Hsieh and Jie-Tsuen Huang
DOI: 10.1002/hrdq.21311

Early View

See all articles on Early View

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Member Accomplishments

Dr. Holly Hutchins Promoted to Professor of HRD

Dr. Holly Hutchins

Dr. Holly M. Hutchins has recently been promoted to Professor of Human Resource Development in the Human Development and Consumer Sciences Department (HDCS) at the University of Houston (UH). Dr. Hutchins joined the UH faculty in 2004 after completing her PhD at the University of North Texas. She was promoted with tenure to Associate Professor in 2010.

Dr. Hutchins focuses her research on learning acquisition, transfer, and performance; including faculty development initiatives and investigating imposter phenomenon. Recognized as a Fulbright Specialist, Dr. Hutchins has shared her expertise with the School of Business at Edinburgh Napier University in 2016. She is also engaged as Faculty Co-Investigator in the UH ADVANCE Center, funded by the National Science Foundation, 2014-2019. Dr. Hutchins has earned several teaching awards in addition to her research awards, including receiving the 2011 AHRD Early Career Scholar Award. She also served on the AHRD Board of Directors, 2011-2017.

Dr. Marcella Norwood, HDCS Department Chair, noted, “Dr. Hutchins is a strong supporter of the HRD profession and has moved through her career swiftly. She works well with both students and other faculty. We are so pleased to announce her promotion.”

Congratulations to Dr. Hutchins!


Job Postings

Term/Clinical Assistant Professor & Enrollment Coordinator

University of Louisville | Louisville, Kentucky

The Organizational Leadership and Learning (OLL) program at the University of Louisville is looking for a dynamic individual to teach in our innovative undergraduate program. OLL's vision is to be a top tier program that integrates theory, research, and practice using the most meaningful, evidence-based methods available. We invite candidates who share our vision and are committed to building one of the most vibrant programs in the field by placing emphasis on successful teaching, inclusion of diverse and practice-driven experiences, and willingness to work as a collaborative team member.

Responsibilities include teaching undergraduate and graduate courses (online, face-to-face, off-site, and at Ft. Knox), advising, participating in ongoing program development, recruiting students, supporting enrollment management activities (e.g., retention and graduation efforts), and providing service to the college, university, professional associations and community partners.

Read More

Instructor, Learning & Organizational Change

Northwestern University | Evanston, Illinois

NORTHWESTERN UNIVERSITY'S Master of Science in Learning and Organizational Change (MSLOC) program invites applications for a full-time, benefits-eligible, teaching-track (non-tenure eligible) appointment as MSLOC Lecturer, beginning August 1, 2018.

We seek applications from candidates with excellent academic records, outstanding writing and editing skills, and experiences that demonstrate their potential for excellence in teaching. A successful applicant must have a Ph.D. in a related field (e.g., I-O psychology, organizational behavior, organizational development, etc.) and strong experience as a learning and organizational change practitioner. We prefer those applicants who have at least three years of LOC practitioner experience, as well as those who have prior teaching experience. We encourage applications from those who would add to the diversity of our faculty.

Read More

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Final Thought

By Tomika W. Greer, AHRD Board Member and Digest Editor

Tomika GreerThis month, I am teaching an undergraduate class related to evaluation of learning and development programs. Yesterday evening during class we were discussing strategies for how to isolate the impacts that our programs have on various outcomes such as satisfaction, commitment, and innovation. One student commented, “This requires a lot of creativity.” My response to her: “Creativity is how the HRD magic happens. Your creativity is how you add value.”

In reflecting on my exchange with this student, I was reminded of this quote by Joseph Chilton Pearce:

“To live a creative life we must lose our fear of being wrong.”

This is how innovation happens. This is how we push the envelope on the ordinary and broaden the impacts of the work that we do. If we are to lead the HRD profession through research, then we must take creative approaches to our research and release ourselves of the fear of being wrong. I wish for a creative life for each of you.

About the Digest

Moving?

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 office@ahrd.org.

Contributors to this Issue

  • Tomika W. Greer, AHRD Board Member and Digest Editor
  • Jason B. Moats

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 editor@ahrd.org by the 10th day of the month previous.

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