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From the Board

Rajashi Ghosh, Chair of AHRD Global CommitteeAHRD Global Strategy – Seeking International Membership Beyond Outreach
By Rajashi Ghosh, Chair of AHRD Global Committee

As I reflect on the past successes and milestones of the international conferences that have enhanced AHRD’s global presence in different countries and regions in the world, I wonder if we can do better to sustain such presence. We have had many successful international conferences in Asia and Europe, but beyond the engagement and knowledge sharing that happened at the conferences, how have we sustained connections with those regions and countries? While our members might have continued with research collaborations on their own, institutionally, have we done enough to build networks that can enrich our thinking about HRD research and practice into the future?

These questions have helped me reflect on the need for AHRD to be more purposeful in growing international membership while continuing its outreach through international conferences. Unless we invite our colleagues in Asia and Europe to join our community, identify how AHRD membership can address their learning needs and how they can enrich our perspectives on HRD research and practice, we are falling short of building a sustainable global presence. But, what are the value-add(s) that would attract international members?

While the conference in the Americas is a key value-add for AHRD members in the United States; the conferences, whether in the Americas or in Asia and Europe cannot be the key offering(s) to attract our international colleagues to sign up for AHRD membership. The value-add needs to be tailored to the needs of HRD scholarship and practice of those regions and countries from where we are seeking international members. Also, the value-add needs to be relevant throughout the year beyond conferences and most importantly, the value-add should be somewhat unique (in comparison to offerings from similar professional associations and universities) for our international colleagues to decide to invest in AHRD membership. Given these parameters, identifying such value-add(s) does sound like a tall order.

Nevertheless, I believe that it is important to at least ask our international colleagues what they may seek from AHRD as future members. Towards that end, we are working on sending out a needs assessment survey to the attendees of our international conferences to understand better why they might want to take up AHRD membership and how can AHRD continue to be relevant to their learning needs beyond the conferences. Stay tuned!

Graduate Student View

The graduate student view is a forum for the voices of AHRD graduate student members. Topics are student-led and designed to facilitate community and dialogue among the graduate student members of AHRD.

Questions from a Non-Traditional Student

By Clayton Kelly, Doctoral Student at the University of Southern Mississippi

Clayton KellyAs a self-proclaimed non-traditional student enrolled in an executive format Human Capital Development PhD program at the University of Southern Mississippi that is designed for scholar-practitioners, I often have “traditional” students ask if I find it easier or more difficult to sit in class with younger students. What exactly is a non-traditional student? It may be easier to define what a traditional student is. According to Deil-Amen (2011) traditional students are idealized based on the traditional norms of someone who enters a four-year university immediately following high-school graduation, lives on campus and enrolls full time.

There are advantages and disadvantages to pursuing a graduate degree after a long career in business. The advantage comes from over twenty-five years of work experience that has been, for the most part, centered around managing people and coaching and developing them to higher levels of performance. Many years of practice and implementation have allowed me to develop a certain perspective on human development and how to accomplish this in an effective manner. I’m not saying that my perspective is ideal or even the best way to accomplish human development, but experience does have advantages.
With that said, experience can be a disadvantage as well. I’ve found myself at times having to force myself to see things from a scholarly perspective instead of a purely practitioner viewpoint. I’ve found that best way for me to do this is to approach topics as if they are totally new or foreign to me. I find myself questioning everything, even the definitions of basic terms associated with human capital development or human resource development.

As you can imagine, this can produce quite a bit of stress and lots of other questions such as ‘do I really understand what I’m researching?’ and ‘am I intellectually up to the challenge?’. In the midst of all the questions, the realization is that as scholars and practitioners we should ask questions, we should challenge assumptions and we should seek to understand more. Asking questions is how we learn. Seeking to understand more clearly is what drives great research. And the greatest product from all of the questioning in knowledge. Asking and answering those difficult questions helps not only those conducting the research, it also provides an opportunity to contribute to the literature and greater body of knowledge.

While attending the 2019 AHRD Research Conference in Louisville, I realized that I’m not alone in my pursuit of higher education. Many other attendees were non-traditional students enrolled in PhD programs at various institutions. I heard a lot of them asking the same questions that I have been asking myself over the past 2 years. Attending the conference helped me put some things in perspective and has quelled some of the doubts about my choice to pursue a doctorate.

The opportunity to pursue a PhD in a program related to the work that I’ve done most of my life may seem like an easy way out to some; but, in reality, it is even more difficult. It is also more rewarding.


Deil-Amen , R. (2011). The “Traditional” College Student: A Smaller and Smaller Minority and Its Implications for Diversity and Access Institutions. University of Arizona, Center for the Study of Higher Education. Paper prepared for the Mapping Broad-Access Higher Education conference, Stanford University.

News for Members

Upcoming AHRD Webinar: Exploring Employer Perceptions and Practices of Being Military-Friendly

In this webinar, Dr. Michael Kirchner (Purdue University – Fort Wayne) and Dr. Sarah Minnis (Western Carolina University) will discuss how organizations can demonstrate their friendliness toward military veterans using research findings to guide organizational changes. Employers interested in formalizing or advancing their support of veteran hires can look to the study’s findings as a reference for currently-recognized military friendly organizations. This webinar offers an introduction into veteran transition issues, explores foundational descriptions of military friendly, and provides a series of implications for future veteran support. Additionally, the authors provide a framework and working definition of “military-friendly” organizations.

Dr. Michael Kirchner Dr. Michael Kirchner
Dr. Michael Kirchner Dr. Sarah Minnis

When: Tuesday, May 14, 2019, 10:00am-11:00am ET

View Information & Register Now

Upcoming AHRD Webinar: Workplace Civility – HRD’s Role in Moving the Dial Toward Respect, Kindness, and Flourishing 

Dr. Julie GedroIn this webinar, Dr. Julie Gedro (SUNY Empire State College) will provide participants with a framework of definitions and models of workplace civility, incivility, and bullying. She will provide an overview of HRD research on this crucial topic. She will also examine the topic through different lenses including workplace context, power relations, impacts of incivility, and the role that HRD can and should play in helping to facilitate civil and respectful work environments.

When: Wednesday, June 5, 2019, 10:00am-11:00am ET

Call for Authors for Human Resource Development in Vietnam: Research and Practice

Submitted by Dr. Hien Thi Tran  

We are working on a book on Human Resource Development in Vietnam: Research and Practice (Co-Editors: Tran, H. T., Phuong, T. T., Van, H. T. M., and McLean, G. N.) for the publisher, Palgrave Macmillan via Springer Nature. The book will provide an outlet to describe the status of, and current research on factors influencing, human resource development (HRD) in Vietnam.

Vietnam, amazingly, has had one of the highest Gross Domestic Product growth rates in the world during recent years (7.08% in 2018 published by General Statistics Office of Vietnam), yet it remains a developing economy. There remains a need to improve factors influencing the development of its human resources through education at all levels, workplace training, immigration practices, corporate social responsibility, support for entrepreneurship, and other HR-related practices and policies. Yet, it is said that HRD is a relatively new concept in Vietnam. The purpose of this book is to highlight the importance of developing human resources, from a multitude of perspectives, enabling Vietnam to continue its growth to move out of the middle-income trap and, ultimately, to move into the ranks of developed countries. By underlining research into HRD in Vietnam, we hope to encourage academics and practitioners to undertake such research and to try out offering HRD curriculum in Vietnamese business schools, humanities, and social sciences and other universities as well.

We are inviting you to express your interest in participating in this book project. Please email Dr. Tran, H. T., the lead editor, by 31 May 2019, midnight, Vietnam time, at and provide an abstract of maximum 150 words and no more than 150 words to indicate your expertise (bio).

Please submit your abstract based on your interest, and, if selected, we will be working together with our inputs, as we move forward. We will allocate chapters in a manner that balances your interest with our need of providing a comprehensive coverage. 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 biographies 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, we will help match co-authors with the approval of both parties. The book will be published in English. If you need assistance with your English writing, you will need to hire a professional proofreader at your own or your institution’s expense.

Additionally, please forward this information to people who might be of interest in the book topic. We welcome perspectives from scholars and practitioners, and those from Vietnam and those outside. We will make a decision in June 2019 about the participating authors. At that point, we will invite you to submit your chapter. The chapter will be sent out to review before it is accepted. 

The deadline for the submission of the first draft of the book chapters is tentatively 31 August 2019. You may contact either of the following if you would like more information. We are so excited to be working on this project and look forward to collaborating with you in the successful completion of the book!

Hien Thi Tran
Lecturer, Researcher, Consultant
Foreign Trade University
91 Chua Lang St.
Dong Da Dist., Hanoi, Vietnam

Gary Neil McLean
McLean Global Consulting, Inc.
Professor Emeritus
University of Minnesota, USA

Call for International Host Location and Conference Coordinator for the 2021 AHRD International Research Conference in Asia

Submitted by Dr. Rajashi Ghosh

I am writing to invite AHRD members to engage with their respective contacts in the Asian region to consider hosting the 2021 AHRD International Research Conference in Asia; and to serve as the coordinator of the conference on behalf of the AHRD, representing AHRD in the planning, implementation, and evaluation processes.

We have had many successful international conferences in Asia, including the most recent one, the 17th AHRD International Research Conference in Asia, which was hosted by the National Institute for Development Administration (NIDA), Bangkok, Thailand. Gary McLean served in the role of AHRD conference coordinator. The upcoming 2019 conference will be held in Hanoi, Vietnam, and the 2020 conference will be held in Kuala Lumpur, Malaysia.

We are hopeful that, through this call, we will identify AHRD members who may not have been involved in the process previously and who have institutional contacts in the region to have the opportunity to step forward and express their interest in AHRD serving in this important leadership role. Identifying and confirming the host location requires a formal agreement between the institution and AHRD. The agreement specifies that joint conference coordinators be identified.

The following are the responsibilities of the Conference Coordinator serving as liaison between the AHRD board and the host coordinator(s):

  • Assist in developing a management plan (timelines, roles, committee responsibilities, resource needs) with the local Conference Committee to implement the pre-conference, keynotes, and the refereed and non-refereed sessions of the Conference.
  • Provide assistance to the local Conference Committee on issues that arise throughout the implementation of the management plan.
  • Assist in managing the paper review process and identifying track chairs, reviewers, and proceedings editors.
  • Provide formal updates to the AHRD Board on the progress of the management plan and any issues that need to be addressed by the Board.
  • Ensure that marketing information about the Conference is developed and scheduled for publication in the AHRD Digest, the AHRD and host conference websites, and other conferences, especially the AHRD conferences in Europe and in the Americas.
  • Assist in promoting the membership of AHRD and the HRD scholarly community to participate in the Conference.
  • Facilitate the Best Paper Awards review process in coordination with AHRD journal editors who attend the Conference.
  • Provide a final Conference Report to the AHRD Board, including Conference data, list of participants, lessons learned, and budget information.

We welcome you to share with us if you have connections with a university/institution in any country in Asia that would like to host our 20th AHRD International Research Conference in Asia in 2021. And please let us know if you would like to serve in the Coordinator role. The university/institution should have experience and resources in organizing research conferences, including the preparation of budgets to ensure sound financial practices and needed IT support.

As stated, AHRD has now established a formal process for engaging with global partners to organize a research conference, making the idea of proposing a conference or getting involved easier. This is an excellent opportunity to get involved in the Academy and to be recognized for extending AHRD’s footprint internationally.

If you have interest and connections with a university/institution in Asia for hosting AHRD International Research Conference in Asia in 2021, please contact me at The AHRD Board plans to finalize the Conference Host and Coordinator for the 2021 AHRD International Research Conference in Asia by December 1, 2019.

Call for Research Participants

Submitted by Perri Kennedy, M.S., SHRM-SCP

I am a Ph.D. candidate in Business Management/Human Resource Management at Capella University. For my dissertation, I am conducting research on the professional experiences of doctoral-educated human resource development professionals who identify as scholar-practitioners.

With the permission of the Association for Human Resource Development (AHRD) leadership, I am soliciting participants for this study through AHRD. To be eligible to participate in this study, an individual must:

  1. Hold a doctoral degree in a field related to human resource development, which includes but is not limited to the general disciplines of management, education, and psychology;
  2. Currently employed as a full-time exempt-level professional in a role relevant to human resource development;
  3. Work in the U.S. for a U.S.-based organization; and
  4. Self-identify as active in both scholarly and practitioner activities.

To prevent conflict of interest, all current employees of The Boeing Company and its subsidiaries will be excluded from participation.

Your participation would consist of a 60-minute telephone or Skype interview, with no further commitment from you required. This interview will be recorded for accurate transcription. Your personally identifiable information and responses will be kept strictly confidential and no identifying details will ever be released.

Participation in this study is completely voluntary. No information about participant identities will ever be released to AHRD officials.

This study has been approved by the Capella University IRB. You may review the Informed Consent document before volunteering to participate.

If you are interested in participating in this research study or would like to ask questions before deciding to participate, please contact me at

AAACE Membership Discount Code

AHRD members are eligible for a 10% discount off AAACE membership with this Promo Code: “AHRDMemberPartner”

Visit the AAACE membership page.

Journal News

Human Resource Development International (HRDI)

Jessica Li, Editor


Announcing the Latest Issue of HRDI

    The latest issue of HRDI, Volume 22, Issue 2 is available here.

Currently available online:

Human Resource Development Review (HRDR)

Jia Wang, Editor


HRDR Tip of the Month

Developing one’s skills as a reviewer is becoming an imperative for academics in practically every discipline. Reviewing scholarly manuscripts needs to be approached from evaluative and developmental perspectives; therefore, reviewers should focus on providing constructive feedback that helps authors improve the quality of their research.

Following a developmental approach, as a reviewer, always think of starting your review with a positive and encouraging note to the authors. Starting this way, you seek to appreciate the work that the authors have carried and their potential contribution to the field before you share your concerns. This is important because appreciation for others’ work and the time and energy they have invested in developing a manuscript, will allow us (reviewers) to exercise empathy when reviewing a blinded article.

If you are interested in further developing and honing your skills as a reviewer, check out the following article co-authored by the editors of the Academy of Management Learning and Education Journal that provides a collection of recommended pieces on developmental reviewing:

Gerhardt, M. W., Charlier, S. D., & Greenberg, D. (2019). AMLE Reviewer Resource Library: A Collection of Recommended Pieces on Developmental Reviewing.

HRDR June Issue

Our June 2019 issue will feature the following four articles:

Theory and Conceptual Articles

Talent Management and Employee Retention: An Integrative Research Framework
Anoopa Narayanan, S. Rajithakumar, & Manoj Menon
An Ecosystems Perspective on International Human Resource Development: A Meta-Synthesis of the Literature
Thomas N. Garavan, Alma McCarthy, & Ronan Carbery
Integrative Literature Review Exploring the Boundaries of Diversity and Inclusion in Human Resource Development
Torrence Sparkman
Vertical Trust Within Organizations and Performance: A Systematic Review
Jacob Guinot & Ricardo Chiva

Open Call for Associate Editors for Human Resource Development Review

We are pleased to announce that the editorial team of Human Resource Development Review, a Sage publication in collaboration with the Academy of Human Resource Development, is seeking nominations for up to two more Associate Editors serving on a one-year term, effective immediately upon appointment. The editorial team currently consists of four members: Editor-in-Chief (Jia Wang), two Associate Editors (Yonjoo Cho and Mina Beigi), and Managing Editor (Yasmeen Makarem). However, with the significant increase in manuscript submission, there is an urgent need for more editorial help to ensure the quality of the journal.

About the Journal

Human Resource Development Review (HRDR) is published quarterly in collaboration with the Academy of Human Resource Development (AHRD) and Sage Publications. It is a theory-based journal for scholars and scholar-practitioners of human resource development and related disciplines. HRDR publishes non-empirical articles that make contributions to theory development, foundations of HRD, theory building methods, and integrative/systematic reviews of the literature. It also publishes articles that focus on philosophies of HRD, historical foundations, definitions of the field, conceptual organization of the field, and ethical foundations. In the latest Journal Citation Reports, HRDR’s 2017 Impact Factor was 2.050 in the highly competitive Management category.

Job Description

The primary responsibilities of Associate Editor include:

  • Participate in Editorial Board meetings
  • Review assigned manuscripts and associated peer reviews
  • Guide authors through the manuscript revision process
  • Draft recommendation letters with feedback for each manuscript within an agreed upon time frame
  • Assist in selecting reviewers
  • Evaluate review quality for each reviewer
  • Manage the Elwood F. Holton, III Outstanding Journal Article of the Year Award selection process and identify the winner
  • Participate in the selection of the Outstanding Reviewer of the Year Award winner
  • Promote the journal at national and international conferences and other events

In addition, Associate Editors are expected to provide support to the Editor-in-Chief for ad hoc tasks (e.g., writing editorials and Tip of the Month for the AHRD Digest or other thought pieces) when needed, presenting journal-sponsored workshops/events in the absence of the Editor, and recruiting quality manuscripts, outstanding reviewers and editorial board members.


The appointment to the Associate Editor position is a one-year term beginning immediately when the position is filled. However, Associate Editors may be invited to serve a full three-year term and are also eligible to apply for the incoming Editor position as part of the succession plan for the journal. Successful candidates should expect that training and immersion into the role will commence immediately upon appointment.


Applicants should possess a notable record of scholarly publications within the HRD community and related fields of study, have interest and previous experience in diverse content domains relevant to HRD, and have a record of service as reviewer and/or track chair, special issue editor, or editorial board member of one or more major journals. While not required, we prefer candidates who have ample experience with integrative/systematic literature reviews and a solid understanding of meta-analysis as an approach to quantitative literature reviews.

Application Process

Self-nominations are encouraged. The nomination packet should include:

  • A cover letter that describes in detail the candidate’s capability, experience, and commitment to serve in an Associate Editor role based upon the position requirements
  • A full updated curriculum vitae

The submission deadline is May 15, 2019. The decisions will be announced by the end of May. Please submit all applications to

Thank You Note

HRDR spearheaded a Reviewer Training Workshop at the AHRD 2019 Conference in the Americas on February 15, 2019 in Louisville, KY. The workshop was designed to equip reviewers with knowledge and skills essential to conduct high quality review of manuscripts submitted to AHRD sponsored journals and conferences. We would like to take this moment to the expert scholar and reviewers who helped make this workshop a success; specifically, Drs. Richard Torraco, Valerie Anderson, Brad Shuck, Yonjoo Cho, Jia Wang, and Yasmeen Makarem.

Stay in touch with HRDR

To learn more about HRDR’s announcements, Table of Contents, and updates, please sign up here for e-alerts from us.

Join our conversation on Facebook @HRDRjournal and Twitter @hrdrjournal.

Member Accomplishments

AHRD Members Publish New Book

Robert G. Hamlin, Andrea D. Ellinger, and Jenni Jones are very excited to announce that their new book: Evidence-Based Initiatives for Organizational Change and Development has now been officially published by IGI Global. 

The main aims of this book are to assist readers to more fully appreciate the complexities and problems of bringing about effective and beneficial organizational change and development (OCD), the merits of adopting evidence-based practice (EBP) approaches and to demonstrate the ‘reality’ versus the ‘rhetoric’ of evidence-based organizational change and development (EBOCD) across a wide range of ‘Anglo’ and ‘non-Anglo’ countries.

The book provides practical insights and lessons on EBOCD based on the theoretical and philosophical perspectives and critical reflections on change agency practice of its 86 contributing authors, many of whom are highly respected members of the AHRD and UFHRD communities, with considerable expertise on organizational change and development,  and also includes chapters written by several leading change authors (Bernard Burnes, Bob Garvey, Joan van Aken, Steven ten Have and Theo Lieber among many others). 

The book is targeted toward organizational change leaders, line managers, HRD and OD professional practitioners, together with business academics and students seeking supportive insights on EBOCD initiatives, whether at the team, departmental or organizational level, or across sectoral, national or cultural boundaries. 

Please follow this link to examine the book more fully.  Should you wish to purchase the full book or specific content, please enter IGI40 during the purchasing process.  

Job Postings

Assistant Professor of Professional Practice

Baton Rouge, Louisiana

The incumbent will serve as the Coordinator of the Online Programming in the School of Leadership and Human Resource Development. The position will assist in maintaining the academic integrity of online courses and programming; provide support and outreach to ensure online programs operate successfully; advise online MS students in curricular and academic matters; complete administrative tasks required to support online programs in the School; deliver online courses in the area of leadership and human resource development; and maintain student records. This is a 12-month appointment with an anticipated start date of August 2019 or January 2020.

Read More

Assistant/Associate Professor & Program Lead Learning, Innovation & Design

Stockton, California

We seek a leader with a creative and entrepreneurial spirit to serve a vital role as we fulfill our vision to be a center of innovation and learning in Northern California and beyond. We are searching for a colleague with a deep commitment to engaging students in real-world practice through teaching that challenges dominant norms. We are building a curious, inquiring, and courageous community of practitioners who are committed to revolutionizing learning systems, structures, and cultures.

Read More

Clinical Assistant Professor

University of Georgia | Athens, GA

The Program of Adult Learning, Leadership and Organization Development (LLOD) at the University of Georgia is pleased to announce a Clinical Assistant Professor position to begin August 2019.

Qualifications for the position include an earned doctorate by start of the contract with specialization in Adult Learning, Leadership and Organization Development or a closely related field such as adult learning, community engagement, organization development, or leadership. Candidates must have expertise and ability to teach in Adult Learning, Leadership and Organization Development; ability to design and deliver online instruction; and excellent communication and interpersonal skills.

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Human Resources Business Partner, R18347B

Bellevue College | Bellevue, WA

The Human Resource Business Partner will provide guidance and consultation in any, some or all of the following: recruitment, classification, compensation, collective bargaining, employee/labor relations, grievances, affirmative action, training and development, performance management, program and policy development, organizational analysis, interpretation and application of laws, rules, policies, or other functions relating to human resources management.

Read More

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Final Thought

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

Tomika GreerIn putting together this month’s AHRD Digest, I am reminded of so many exciting things that are going on within our organization right now. I hope you will take advantage of the upcoming webinars and consider how you can contribute to the international impacts of our organization and its members on the far corners of the world. And if you’re on Facebook (@AcademyHRD) or Twitter (@AcademyHRD), please like our page and follow our news feed to keep up with the AHRD happenings!

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

  • Tomika W. Greer, AHRD Board Member and Digest Editor
  • Rajashi Ghosh
  • Clayton Kelly

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
1000 Westgate Drive, Suite 252, St. Paul, Minnesota 55114 USA
Phone: 1+(651)290-7466 | FAX: 1+(651)290-2266