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Being the Best Version of Ourselves

Robert Yawson By Robert Yawson, Chair of AHRD Research and Journals Committee

As the worldwide COVID-19 crisis continues, associations like AHRD are experiencing drastic impacts on their conferences, membership, and operations. Some of you have been personally affected by the pandemic. On behalf of the AHRD Board of Directors, I offer our sincere condolences to all in the HRD community who have lost a colleague, friend, or loved one to COVID-19. You are in our thoughts.

As I am writing this, I have been involved in planning a successful virtual conference for the Eastern Academy of Management (EAM). I have participated in another successful virtual conference by the Management and Organization Behavior Teaching Society (MOBTS) of which, Michael Kirchner, our own AHRD colleague was a key member of the Planning Committee. I am looking forward to participating in one of the biggest virtual conferences yet in a few weeks, the Academy of Management (AOM) Conference. I am sure many of you have also participated in some other virtual conferences.

Is this the next normal? It may be too early to tell. However, no matter what happens, academic conferences will not be the same. Virtual events will be a significant strategy component for associations moving forward. A recent survey conducted by Association Laboratory, which included 1,020 association executive responses from March 17-24, found that more than half of association executives indicated their association had canceled or postponed a face-to-face meeting. Thirty-five percent said efforts are being made to expand virtual access to programming, and 9 percent said they moved an event to a different location (Bergeron, 2020).

The AHRD Board has also voted to cancel all in-person components of the AHRD International Research Conference in the Americas, initially scheduled to take place February 17-20, 2021, in Minneapolis, Minnesota. The Board voted in favor of planning and offering a completely virtual conference in the same date range in 2021. The Board made this decision in what we believe to be the best interest of public health, as well as the safety of our members and attendees in light of the COVID-19 pandemic, which experts anticipate may last well into 2021. We must take these aggressive and preventative measures to protect our individual and collective health. We are in uncertain and unprecedented times, which necessitates many of us to adjust our regular practices.

As it was noted in the Board announcement, we are looking forward to working with all of you to ensure that this virtual conference is a success and a real game-changer for our AHRD community. We are choosing to see this as an opportunity to adapt, grow, develop, and change together in meaningful ways that can positively impact our discipline for years to come. Your involvement in making #vAHRD2021 a success is highly anticipated. If you have recently participated in a virtual conference and saw things that were done very well, or some things that could have been better, or some mistakes #vAHRD2021 should avoid, please do not hesitate to reach out to our 2021 conference team with your suggestions, recommendations, and advice.

Amid these uncertainties, the AHRD community is strong. Our members are at the forefront of changing lives and making organizations work better. This is demonstrated nowhere better than in managing our Journals. Clarivate Analytics recently announced the 2019 Impact Factors. Both the Human Resource Development Quarterly (HRDQ) and the Human Resource Development Review (HRDR) saw a big jump in their Impact Factors. The impact factor of HRDQ rose to 3.688 (22.9% increase from 2018)! Likewise, the 5-year impact factor rose 18.5% to 4.378. Importantly, the new SSCI category rankings are as follows: 3/30 for Industrial Relations & Labor, 12/84 for Applied Psychology, and 63/226 for Management, each significant increase from last year. Similarly, HRDR achieved its highest impact factor ever: 2.765! HRDR is ranked 101/226 in SSCI’s Management category. These achievements would not have been possible without the contribution of all of you, our amazing Editors, Reviewers, and Authors.

There is a lot more excellent news from our Journals. The Human Resource Development International just published a special issue on the COVID-19 pandemic. Check out the insightful articles in the issue from our colleagues. The Advances in Developing Human Resources (ADHR) is also in the process of preparing an issue on the COVID-19. These Issues are testaments to our resourcefulness as a scholarly community of learning and practice. The AHRD Board has also voted to approve a task force report that will reposition the ADHR to be more responsive to our community of practice while maintaining its scholarly rigor.

These are uncertain but exciting times to get involved in making our journals stronger, and our conferences even more appealing. Submit manuscripts to the journals and sign up to review. Do not hesitate to speak up and join the conversation in making AHRD even more inclusive, where all our members have a sense of belonging irrespective of country of origin, ethnicity, race, gender, or political affiliation. This is the time to be “the best version of ourselves, our most innovative, adaptive, and resilient selves. A community that refuses to back down from the challenges that we face” (Bergeron, 2020).

Stay safe, and keep well.

Bergeron, P. (2020). New Research on COVID-19’s Impact on Associations Points to the Way Forward. Chicago, IL: PCMA.

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News for Members

Call for Submissions to 2021 AHRD Research Conference in the Americas

The 28th International Research Conference in the Americas will be held as a virtual conference February 18-20, 2021!

Call for Submissions opens on August 17, 2020 and submissions are due September 14, 2020.

The 28th 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 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.

In addition to the information contained in this Call for Papers, important details can be found on the Call for Submissions page.

Review the Call for Submissions (PDF) for full details. Submissions will be accepted until September 14, 2020 (11:59 p.m. PST).

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Call for Abstracts: Management Consulting in the Era of the Digital Organization

Submitted by David B. Szabla

The transforming world of the 2020s is marked by volatility, uncertainty, complexity, and ambiguity. This new environment requires organizational leaders, more than ever, to explore strategies that enhance their adaptive capacity to respond to events such as COVID-19 and the consequential economic crises that follow.

Given the confluence of dramatic changes in organizational life and emerging technology breakthroughs such as robotics, the internet of things, biotechnology, materials science, data science and big data, and quantum computing, this volume of the Research in Management Consulting series explores how research and practice of management consulting unfold in a new era of profound shifts in the way researchers and consultants sense, think, and act. 

We seek chapters on a wide range of topics that focus on how management consulting concepts, methods, processes, theory, research, and practice are shifting as a result of new ways of human interaction and emerging technologies. Abstracts may be submitted by faculty, graduate students, or post-doctoral fellows working in traditional university settings, think tanks and other research institutes, and practitioners working in consulting firms.

Abstracts due no later than August 30, 2020.

Complete details available here.

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Call for Papers: Special Issue of The Learning Organization

Submitted by Ralph T. Soule

The editors of a forthcoming special issue of The Learning Organization (TLO) devoted to explorations of links between innovation and Learning Organizations and Organizational Learning (LO/OL). The editors are particularly seeking contributions devoted to under-explored topics in innovation and organizational learning or that offer fresh philosophical and methodological positions.

The call for papers is here

The deadline for submission is January 15, 2021.

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Call for Papers: Feeding, Fueling, and Clothing the World: An Adult Education and Human Resource Development Perspective on the Agricultural Value Chain

Submitted by Susan L. Karimiha and Sunny L. Munn

New Horizons in Adult Education and Human Resource Development is preparing a special issue for publication in January 2022 on workers and workplaces which operate within the agricultural value chain. The agricultural value chain (AVC) consists of the activities, goods, and services which enable products to move from their raw state to the final usable product (Trienekens, 2011). Every day, countless people working in the AVC ensure that humans have food, biofuels, and clothing. Recently, more attention has been paid to the people, organizations, and systems which provide humans with basic necessities to survive (Sethi, 2020). For example, the 2020 COVID-19 pandemic spotlighted the critical role of actors in the AVC such as farmers, processors, truck drivers, and grocery store workers. As the world population and consumption patterns for food, fiber, and fuel increase, a “revolution in social and natural sciences” (Godfray et al., 2010, p. 817) is required to address challenges in the agriculture industry.

Adult education and human resource development (AEHRD) scholars and practitioners hold a special position in this issue of global importance due to the flexibility to study the individuals, processes, and systems within the AVC. However, the current literature in AEHRD relevant to the AVC is limited. The HRD literature has explored processes such as agricultural financing (Williams & Hurley, 2017), national human resource development and agriculture (Rana, Ardichvili, & Taing, 2017), skills assessment (Yawson & Greiman, 2016), and small and medium agri-food enterprises (Lans, Verhees & Verstegen, 2016; Lans, Biemans, Mulder, & Verstegen, 2010). Other research has focused on agricultural extension (Khalil, Ismail, Suandi, & Silong, 2009; Miandashti, Mohammadi, Hoseini, & Zamani, 2008; Karbasioun, Mulder, & Biemans, 2007). Additional scholarly and professional exploration may fill critical gaps in understanding the AVC from the perspective of AE and HRD.

For instance, constructs important to the AVC, but discussed in different contexts include the concept of decent work and the vulnerability of workers (Hite & McDonald, 2018), as well as the reduced career opportunities, income, and educational inequalities of low wage workers (Torraco, 2018). Prison education research by Flatt and Jacobs (2018) revealed that formerly incarcerated individuals are employed in food services, wholesale trade, agriculture, forestry, fishing, and hunting – all fields within the AVC. Another study showed that individuals with a disability express interest in careers in agriculture, gastronomy, trade, and transport (Michna, Kmieciak, & Burzyńska-Ptaszek, 2017). Consequently, additional research relevant to the AVC is needed within AEHRD, especially research which might positively impact the work of practitioners to provide new opportunities and overcome challenges.

This issue seeks to address and explore concepts such as:

  • How do concepts important to AEHRD such as workplace motivation, engagement, work-life balance, or other psychosocial factors impact the lives, experiences, and practices of individuals within the agricultural value chain? How do these impact the practices and outcomes of organizations within the agricultural value chain?
  • How can AEHRD contribute to the livelihoods of individuals and organizations in the agricultural value chain?
  • How can AEHRD contribute to work environments within the AVC in a way that promotes inclusivity and human rights protections?
  • What role does AEHRD play in the management of natural resources and sustainable development of the agricultural value chain?

Suggested topics for this issue focusing on the global agricultural value chain include:

  • Legacies of colonialism
  • Generational issues
  • Human rights, equity, and social justice
  • Gender relations
  • LGBTQ+ workplace challenges
  • Research funding and access to study populations
  • Migrant workers
  • Workplace perspectives of marginalized populations
  • Individuals with disabilities
  • Access to education, training, and resources as a driver for market competitiveness
  • Intersections of technology, cultural practices, and employment
  • Organizational development, cooperatives, and farmer associations
  • Dangerous jobs
  • Power dynamics
  • Corporate social responsibility
  • International trade
  • Job performance and individual livelihoods

Submission Information

Please use the regular process for submitting articles for the special issue (

Articles for the special issue will be accepted until February 15, 2021. Including:

  • Empirical, theoretical and conceptual manuscripts (2500-7500 words)
  • A perspective paper focusing on adult education (1000-3000 words)
  • A perspective paper focusing on human resource development (1000-3000 words)
  • A writer’s forum (1000-3000 words)
  • A media review

All submissions will be peer-reviewed. To be considered for this themed issue all papers must be submitted by February 15, 2021. Papers received after the deadline will be considered for future editions of the journal.

For questions or concerns related to the special issue, please contact Susan L. Karimiha or Sunny L. Munn.

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Call for Papers: Gender, Work, and Organization Journal

Submitted by Jamie L. Callahan

Topic: Crises and the (Re)Organizing of Gender and Work
Guest Editors:

  • Akosua Adomako Ampofo, University of Ghana, Ghana
  • Jamie L. Callahan, Northumbria University, UK
  • Manisha Desai, University of Connecticut, USA
  • Kristy Kelly, Drexel University, USA
  • Yasmeen Makarem, American University of Beirut, Lebanon
  • Firuzeh Shokooh Valle, Franklin & Marshall College, USA

In 2020, the UN Secretary-General declared patriarchy a stain on the 21st century, as slavery and colonialism were in the past. While the legal institutions of slavery and colonialism may be in the past, the systems of inequality which they were based are also alive and interconnected with patriarchy. Times of crisis, including the COVID-19 global pandemic, exacerbate the social inequalities and intersectional injustices upon which patriarchal institutions thrive. Despite calls to put gender equality on the backburner in the face of other concerns, times of crisis offer critical opportunities to rethink, reorganize and subvert gender and work configurations that are not emancipatory (c.f., Horton, 2012).

Women and girls consistently suffer greater loss of life in crises, not only in poor low-income countries but also in high-income countries (Newmayer & Plümper, 2007). They also face what have been described as ‘double disasters’ due to increased gender-based violence, loss of livelihoods, impaired reproductive and sexual health, and increases in forced marriages and trafficking. Women and girls struggle to be heard and rarely are in the leadership positions to make decisions that could save themselves, their families and communities (UN Women, 2015). In the context of COVID-19, early research shows women at increased risk of infection and gender-based violence, as well as loss of land, livelihoods and homes. They also make up the majority of front-line workers and continue to shoulder most of the carework (World Bank, 2020). While humanitarian aid organizations are increasingly focused on gender in times of crises, the academic literature has not kept pace. The recent Feminist Frontiers special section on ‘Feminism in pandemic times’ has begun to address this issue in an individualized and reflective way for the present crisis. Our intent is to advance this visionary work; thus, with this special issue, we seek to understand and explore how feminist organizations and activists around the world mobilize in the face of crisis events to resist the structural marginalization of gender and work issues.

Critical scholars across a variety of disciplines and geographies challenge us to engage in intellectual projects that shift dominant epistemic and methodologies that privilege northern perspectives (Ampofo & Signe, 2006; Connell, 2019). Decolonizing research and Southern theory offer critical frameworks for addressing ways of knowing, the politics of knowledge production and dissemination, and the representation and inclusion of marginalized and indigenous knowledge and populations (Lugones, 2010; Mohanty, 2013). We are particularly interested in contributions situated in postcolonial, decolonial, postsocialist, transnational, indigenous, queer, trans, or Southern perspectives. We invite contributions that transcend norms for doing and undoing binarisms, and the theory-policy-practice and race-class-gender triumvirates (Rodriguez, et al, 2016), to illuminate how work, workers and those not seen as working, (re)organize during times of crisis, and what this suggests for a world in which moments of crisis persist (Haraway, 2016). Contributions may be methodological, theoretical and/or empirical.

Avenues for exploration may include:

  • Feminisms: How is crisis used as leverage to collectively reorganize, shift power, decolonize knowledge and promote social transformation for a post-crisis world? What role do feminist organizations and activists play in light of the convergence of the hetero-masculinist populism, authoritarianism, militarism, corporativism, and neoliberal hegemony amplified during crisis?
  • Technologies: How does technology implicitly (or explicitly) shape gendered identities, gendered work and feminist mobilizations? How is technology used to unbound and decolonize marginalized voices and perspectives, or to resist further capital accumulation or resource capture by elites?
  • Violence: How does violence manifest in new forms and spaces during times of crisis? How does violence, surveillance and policing shape women’s experiences of and reconfigure their relationship to the state, economy, family, organizations/organizing, and each other?
  • Work: What is the differential impact of crises on historically marginalized groups and their ability to access or keep employment, work with dignity, or choose not to work? What work are feminist scholars doing to undo the North/South, work/nonwork, public/private, and other binarisms, or the theory-policy-practice and the race-class-gender triumvirates, in feminist theory and praxis?
  • Policy and Praxis: How are feminist activists organizing around crisis to advocate, implement or evaluate existing gender and work policies and practices? How does crisis serve as a catalyst for new forms of feminist organizing and action around policies and practice with the potential to transform work and gender through the persistence of crisis?

Submission of Proposed Papers

We invite interested authors to send an extended abstract (750-1000 words) and a short bio for each author (150 words) before 28 September 2020. The abstract must clearly state the title, question(s) for discussion within the framework of the special issue, theoretical or/and empirical ground. Extended abstracts should be sent to corresponding co-editors Jamie Callahan and Kristy Kelly.

Deadline for extended abstracts: September 28, 2020

Invitations for Full Submissions will be sent mid-October.

Submission Instructions for Full Papers

Submissions should be made electronically through the Scholar One submission system. Please refer to the Author Guidelines prior to submission.

Please select the ‘Special Issue’ article type on submission and select the relevant Special Issue title from the dropdown list where prompted.

For questions about the submission system please contact the Editorial Office at

For enquiries and information about the scope of the Special Issue and article suitability, please contact Jamie Callahan and Kristy Kelly directly.

Deadline for full submissions: March 1, 2021


    Ampofo, A.A. & S. Arnfred (Eds.). (2006). African feminist politics of knowledge: Tensions, challenges and possiblities. Noridska Afrikainstitutet.

    Connell, R. (2019). New maps of struggle for gender justice: Rethinking feminist research on organizations and work. Gender, Work and Organization. 26, 54–63.

    Haraway, D. (2016). Staying with the trouble: Making kin in the Chthulucene. Duke University Press. Horton, L. (2012). After the earthquake: Gender inequality and transformation in post-disaster Haiti. Gender & Development. 20(2), 295-308.

    Grewal, I. & Kaplan, C. (Eds). (1994). Scattered hegemonies: Postmodernity and transnational feminist practices. Minnesota University Press.

    Lugones, M. (2010). Toward a decolonial feminism. Hypatia, I(4), 742-759.

    Mohanty, C.T. 2013. Transnational Feminist Crossings: On Neoliberalism and Radical Critique. Signs: Journal of Women in Culture and Society 38 (4): 967-991.

    Naples, N. A. & Desai, M. (Eds). (2002). Women's activism and globalization: Linking local struggles and transnational politics. Routledge.

    Neumayer, E. & Plümper, T. (2007). The gendered nature of natural disasters: The impact of catastrophic events on the gender gap in life expectancy, 1981-2002. Annals of the American Association of Geographers, 97(3), 551-556.

    Reyes, V. (2019). Global borderlands: Fantasy, violence and empire in Subic Bay, Philippines. Stanford University Press.

    Rodriguez, J. K., Holvino, E. Fletcher, J. K. & Nkomo, S. M. (2016). The theory and praxis of intersectionality in work and organisations: Where do we go from here? Gender, Work and Organization, 23(3), 201-222.

    Smith, L. T. (2012). Decolonizing methodologies: Research and indigenous peoples (2nd ed.). Zed Books.

    UN Women. (2015). The effect of gender equality programming on humanitarian outcomes. UN Women. World Bank. (2020). Gender dimensions of the COVID-19 Pandemic. the-COVID-19-Pandemic.pdf?sequence=1&isAllowed=y

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 here:

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Journal News

Advances in Developing Human Resources (ADHR)

Marilyn Y. Byrd, Editor-in-Chief

Proposed Special Issue Call for Abstracts

Topic: Women of Color and Leadership

Guest Editors:
Dr. Cynthia Sims, Clemson University, Clemson, SC, USA
Dr. Angela Carter, Clemson University, Clemson, SC, USA

Submission deadline: August 31, 2020

ADHR is a thematic journal that features current and emerging topics of significance to the field of human resource development (HRD). The journal is highly relevant to both scholars and practitioners. The guest editors of this proposed special Issue seek authors who are interested in furthering the scholarship on the leadership of women of color.

Issue Description

Traditional mainstream approaches to leadership (authentic, servant, adaptive, transformational, etc.) assume a homogeneous, universal model of leadership with little consideration of the multiple ways that intersectional identities (race combined with national origin, gender, class, age, disability, sexual orientation, etc.) define the leadership experience. This dominant worldview of leadership fails to recognize women of color in leadership roles, despite their exemplary academic credentials and work experience. Hence, women of color are rendered virtually invisible in the leadership body of literature. This lack of recognition poses a problem of inequality, unequal access, and limited opportunities for growth (Roberts et al., 2018). Furthermore, research is lacking on the alternative worldviews that women of color bring to leadership and the HRD practices they need to effectively lead in the C-suite, across industries, in higher education, for profit, non-profit, and entrepreneurial enterprises. Recognition of BIPOC (Black, indigenous, and people of color), an emerging identity, as it relates to women leaders is encouraged.

Possible topics for this proposed special Issue (non-exclusive) are:

  • The prevalence of traditional approaches to leadership and the limited focus on alternative approaches from the worldview of women of color
  • Critical HRD and social justice perspectives of marginalized women in leadership roles (e. g. individual and organizational levels)
  • Leadership development and mentoring strategies for women of color
  • Diversity and inclusion strategies that advance women in organizations with minoritized ancestry
  • Overcoming systemic organizational barriers to career advancement for women of color leaders
  • Qualitative research approaches for studying the experiences of women of color in leadership roles
  • Theoretical frameworks for studying intersectionality and leadership
  • Other relevant topics that further the scholarship of women of color

This proposed special Issue builds upon Byrd and Stanley’s (2009) ADHR Issue that challenged the lack of sociocultural theories that address intersectionality in the leadership experience. In support of a move toward transdisciplinary approaches to research, contributions from a broad range of disciplines that complement HRD research and practice are welcomed.

Submission Information

Submit an abstract of 400 words (max) that is written in a 3-part format:

  • Problem (that is being addressed and that relates to the call);
  • Solution (that resolves the problem);
  • Stakeholders (the organizational members most directly affected by the problem).

Abstracts should be formatted in accordance with the APA Style Guide (7th Edition) and should be submitted to Dr. Cynthia Sims by August 31, 2020.

The guest editors will review the abstracts and select the top 7-8 that will be included in the formal proposal to the Editor-in-Chief of ADHR.

Selected References

Byrd, M. Y., & Stanley, C. A. (2009). Bringing the Voices Together. Advances in Developing Human Resources, 11(5), 657–666.

Roberts, L. M., Mayo, A. J., Ely, R. J., & Thomas, D. A. (2018). Beating the odds. Harvard Business Review, 96(2), 126-131.

Human Resource Development International (HRDI)

Jessica Li, Editor

Human Resource Development International (HRDI)

Special Issue Call for Papers

Leadership and Learning during the COVID-19 Crisis: Cross-country Perspectives on the Emerging Needs of Human Resources
Special Issue Editors:
Sanghamitra Chaudhuri, Metropolitan State University,
Nisha Manikoth, George Washington University,

This special issue aims to explore a breadth of change management efforts as organizations seek to find solutions for critical workplace issues within the cultural, social, economic, and political contexts they are embedded in.   

We invite proposals from scholars and practitioners to undertake a cross-country comparison on organizations in different industries/sectors to study their specific challenges in the backdrop of the crisis triggered by the pandemic and how they are managing the expectations for human resource development.

We welcome contributing papers that are:

  • From two or more countries to collaborate to study organizations from an industry/sector of their choice and explore issues related to HRD that emerge as most critical and how leaders in organizations in each of the countries are responding to the challenge.
  • Focused on industry/sectors that face the most disruption because of the pandemic, e.g. healthcare, tourism, education. Other sectors/industry may include but not limited to entertainment, non-profit and unorganized sectors (including migrant labor), small and mid-sizes enterprises (SMEs), government, and information technology (IT).

Timeline for submission:

  • January 15, 2021: Full Paper due to HRDI for Special Issue. All submissions to be submitted through Select Special Issue option in submission management system.
  • February 15, 2021: Selection complete on manuscripts for Special Issue; authors to be notified by Editor Team with review
  • June 30, 2021: Resubmission of articles and peer reviewer process through HRDI
  • March 1, 2022: Issue finalized and completed.

View the full call for papers and submission instructions here

Announcing the latest Issue of HRDI currently available on online

The latest issue of HRDI, Volume 23, Issue 4 is available here.

Jessica Li, Rajashi Ghosh & Stefanos Nachmias (2020) A special issue on the impact of the COVID-19 pandemic on work, worker, and workplace!? Implications for HRD research and practices in time of crisis, Human Resource Development International, 23:4, 329-332, DOI:  10.1080/13678868.2020.1780715 

Monica M Lee (2020) Covid-19: agnotology, inequality, and leadership, Human Resource Development International, 23:4, 333-346, DOI: 10.1080/13678868.2020.1779544 

Laura L. Bierema (2020) HRD research and practice after ‘The Great COVID-19 Pause’: the time is now for bold, critical, research, Human Resource Development International, 23:4, 347-360, DOI:  10.1080/13678868.2020.1779912 

David McGuire, James E. A. Cunningham, Kae Reynolds & Gerri Matthews-Smith (2020) Beating the virus: an examination of the crisis communication approach taken by New Zealand Prime Minister Jacinda Ardern during the Covid-19 pandemic,  Human Resource Development International, 23:4, 361-379, DOI: 10.1080/13678868.2020.1779543 

Khalil M. Dirani, Mehrangiz Abadi, Amin Alizadeh, Bhagyashree Barhate, Rosemary Capuchino Garza, Noeline Gunasekara, Ghassan Ibrahim & Zachery Majzun (2020) Leadership competencies and the essential role of human resource development in times of crisis: a response to Covid-19 pandemic, Human Resource Development International, 23:4, 380-394, DOI: 10.1080/13678868.2020.1780078 

Julie Gedro, Nicola Marae Allain, Desalyn De-Souza, Lynne Dodson & Mary V. Mawn (2020) Flattening the learning curve of leadership development: reflections of five women higher education leaders during the Coronavirus pandemic of 2020, Human Resource Development International, 23:4, 395-405, DOI: 10.1080/13678868.2020.1779911 

Robert Yawson (2020) Strategic flexibility analysis of HRD research and practice post COVID-19 pandemic, Human Resource Development International, 23:4, 406-417, DOI: 10.1080/13678868.2020.1779169 

Gary N. McLean & Boonthipa (Kate) Jiantreerangkoo (2020) The role of national HRD in an era of COVID-19, Human Resource Development International, 23:4, 418-426, DOI: 10.1080/13678868.2020.1780066 

Linda M. Hite & Kimberly S. McDonald (2020) Careers after COVID-19: challenges and changes, Human Resource Development International, 23:4, 427-437, DOI: 10.1080/13678868.2020.1779576 

Pallvi Arora & Divij Suri (2020) Redefining, relooking, redesigning, and reincorporating HRD in the post Covid 19 context and thereafter, Human Resource Development International, 23:4, 438-451, DOI:  10.1080/13678868.2020.1780077 

Valerie Anderson (2020) A digital pedagogy pivot: re-thinking higher education practice from an HRD perspective, Human Resource Development International, 23:4, 452-467, DOI: 10.1080/13678868.2020.1778999

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Additional News

Job Postings

Associate Vice President and Chief Human Resources Officer

Rochester Institute of Technology, Rochester, New York

Rochester Institute of Technology (RIT) seeks an experienced, mission-focused, and strategic leader for the position of Associate Vice President and Chief Human Resources Officer (AVP). The next AVP will work collaboratively across campus to integrate the office throughout all facets of the university as a trusted resource and proactive partner on all matters related to human resources (HR). The HR staff at RIT is strong and dedicated, so to build upon this solid foundation this leader must have a roll-up-one’s-sleeves attitude while focusing on creating a strategic, unified, and ambitious vision for HR at RIT.

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Final Thought

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

Tomika GreerI am happy to report that AHRD is finally on Instagram! I hope all of you will join us there as another way to stay connected with our AHRD community.

Be well. Stay safe. Follow us on Instagram.

Human Resource Development International (HRDI)

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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

  • Tomika W. Greer, AHRD Board Member and Digest Editor
  • Robert Yawson
  • David B. Szabla
  • Ralph T. Soule
  • Susan L. Karimiha
  • Sunny L. Munn
  • Jamie L. Callahan

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.

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