Advancing Human Resource Development Research through Building a Diverse External Funding Portfolio
with Facilitators: Kris Frady and Claretha Hughes
Wednesday, February 26, 1:00 PM – 5:00 PM
This pre-conference session is designed to help participants such as scholars,
scholar/practitioners, and doctoral students connect HRD research agendas and
interests to multiple sources of external funding. The goal of the workshop, through
exposure to multiple funding opportunities, is to develop an actionable plan for
proposal development and submission. The workshops experience will be built around
the Design Thinking process to actively engage participants a collaborative, problemsolving approach for the purpose of developing prototypes of basic grant development
materials such as an empathy map, logic model, journey map of major milestones, and a
skeletal outline to support development of a full grant proposal. Also, real-world
examples and scenarios will be shared with participants to support greater learning.
Using the Design Thinking approach will teach HRD professionals how to innovate to
solve grand challenges in the field through identification of funding opportunities.
Additionally, use of the Design Thinking approach will also serve to foster innovation,
teamwork, and provide a model that participants may use in future teaching and
Keywords: design thinking, external funding, HRD
The target audience for this workshop will be any scholar or scholar/practitioner that is
interested in learning more about how to identify and apply for external funding to
support their research. The design thinking activities in this workshop will make this
appropriate for a wide range of experiences ranging from more experienced scholars
wishing to become PIs or secure more PI lead funding to mid-level, early career, and
doctoral students wishing to learn more about the overall process and how to increase
their value as knowledgeable grant writers on a research team.
Identify and describe external funding sources and primary proposal components
Apply a design thinking approach to generate an outline/prototype for a potential grant
Develop a plan of required steps for completion and submission of a grant proposal
Define and reflect practical use of the 5 primary phases of the design thinking process
Kristin K. Frady, Ed.D. is an Assistant Professor at Clemson University jointly appointed
between the departments of Educational and Organizational Leadership in the College
of Education and Engineering and Science Education in the College of Engineering,
Computing, and Applied Sciences. Kris is also a Faculty Director for the Clemson
University Center for Workforce Development. In her time at Clemson, Kris has written
been Principal Investigator (PI) or Co-PI on nearly $6 million of externally funded grant
projects. Overall, including foundations, contract proposals, and as senior personnel on
a variety of other projects, Kris has written and been engaged in funded projects
totaling over $15 million. Because of this expertise and success in securing external
grant funding, Kris has previously led a similar workshop at a National Science
Foundation Principal Investigators conference and was also named one of three 2019-
2020 grant fellows for the College of Education to support additional proposal
development. Currently, Kris is PI of one National Science Foundation grant, Co-PI on 3
others, and senior personnel on 1 other funded grant project. Additionally, as a former
corporate trainer and educator, Kris has rich experiences in designing and delivering
workshops and instruction.
Claretha Hughes, Ph.D., is a Professor at the University of Arkansas in Human Resource
and Workforce Development in the College of Education and Health Professions. Dr.
Hughes has developed extensive experience in developing and delivering custom
designed training workshops, coaching, and team-building, project management,
process improvement strategies, and technical writing for businesses and government
agencies. Additionally, Dr. Hughes is a prolific author who has authored 25 journal
articles, 10 books, 17 book chapters, and 27 refereed conference proceedings. This
extensive research experience in the field of HRD will be invaluable in this workshop as
the connection is made between major pillars of the field of HRD and external funding
opportunities. Currently, Dr. Hughes is Co-PI on a National Science Foundation grant and
has rich experience developing diverse external funding opportunism through
foundation and contract proposals.
Hiring and Retaining Military Veterans: Integrating Research and Best-Practices to
Improve Veteran Outcomes
with Facilitators: Michael Kirchner, Ph.D., Sarah Minnis, Ph.D., and Christopher Goehner, M.A.
Wednesday February 26, 1:00 PM – 5:00 PM
Since federal hiring initiatives were launched, military veterans have received unprecedented
access to non-military employment after completing their service enlistment. Hundreds of
employers have formalized military veteran hiring programs and thousands more have
informally prioritized, to at least some extent, the employment of those who have served in the
armed forces. However, once employed, veterans leave their first non-military job at alarming
rates (50% within one year; nearly 65% within two years). The dramatic turnover is particularly
concerning as employers are investing significant resources in finding veterans for hire. Whereas
veterans are currently perceived as assets and possibly social responsibilities, prolonged high
turnover rates may reduce the likelihood of employers continuing to invest resources in finding
veterans for hire.
This session will explore recognized challenges to veteran employment, including reasons
employers struggle to hire and retain veterans, before transitioning into a discussion about the
challenges veterans experience veterans during the career transition and through the employment
life-cycle. Following the discussion, we will present attendees a comprehensive veteran
employment and retention framework which will guide our discussion and be completed
throughout the rest of the session. The framework will utilize research-informed current best
practices in hiring and retaining veterans which can be tailored to each attendees’ respective
organization and their corresponding resources and constraints. By the end of the session,
attendees will have developed at least one new initiative for their organization to formalize an
aspect of veteran recruitment and retention.
Keywords: veterans, career transitions, employment
The target audience for this session is human resource practitioners who are interested in
learning about and developing a plan to formalize their veteran hiring and support initiatives, as
well as human resource development scholars interested in research to identify emerging
promising practices to further the employment of military veterans.
Recognize the most frequent veteran career transition challenges
Identify the ways in which military veterans can positively contribute to non-military
Utilize recent trends in military-friendly employer practices
Implement a research-based framework for becoming a military-friendly employer
Support career transitioning veterans in the civilian workforce
Michael Kirchner is an Assistant Professor of Organizational Leadership at Purdue UniversityFort Wayne, and teaches courses in leadership, training, and human resource development. Previously, Michael was the first director of the University of Wisconsin-Milwaukee’s Military and Veterans Resource Center. Under his leadership (2014-2016), the campus built a nationallyrecognized platform for student veterans, structured through a ‘military-college-career’ framework. Michael earned his Ph.D. in Human Resource Development from the University of Wisconsin-Milwaukee. His research on veteran career transitions and applications of military leader development in non-military contexts has appeared in numerous journals including Human Resource Development Quarterly, New Horizons in Adult Education and Human Resource Development, Industrial and Commercial Training, Journal of Military Learning, Journal of Veterans Studies, and Adult Learning Journal. Michael is a US Army veteran, having served in Iraq from 2004-2005.
Sarah Minnis is an Assistant Professor in the Master of Science in Human Resources program at
Western Carolina University with a background in higher education administration, career
advising, and organization development experience including more than 12 years specifically
addressing veterans’ higher education and employment success. Her primary areas of research
and practice interest are military and veterans’ transition to civilian employment, career
development, and disabilities in the workplace. Sarah currently serves as Co-Editor of
International Journal of Human Resource Development Policy, Practice & Research, as well as
Editorial Board member for the Journal of Veterans Studies and Advances in Developing Human
Resources. Sarah holds a PhD in Human Resource Development from Texas A&M University, a
Master's degree in student affairs from Western Kentucky University, and a Bachelor's degree in
psychology from Central Washington University.
Christopher Goehner has 15+ years of diverse management and veteran advocacy experience in
government, nonprofit, and corporate businesses. Following service as a Navy Corpsman serving
two tours in Iraq (2004-2006), he attended college focusing on engaging veterans in student
government and interned for his state senator in Washington DC. He has drafted federal
legislation that was introduced into the US Congress in 2011 and 2013 and been developing
veteran groups and organizations throughout the United States and in Africa providing training
and development to promote leadership and career readiness. Christopher holds a Master’s
degree in Organizational Leadership, Bachelor degrees in political science and public policy and
is currently pursuing an Executive MBA at the University of Utah.
VIP Tour at Kia Motors Manufacturing Georgia (Off-Site Pre-Conference)
Wednesday February 26, 12:00 PM – 6:00 PM
Kia Motors USA celebrates its 10th anniversary of vehicle production in Georgia. This facility was the Kia’s first manufacturing hub to open in North America. It has so far helped create more than 15,000 local jobs and produced more than three million vehicles by providing education opportunity to unprivileged southern Georgia. This advanced manufacturing facility represents a $1.1 billion investment on a 2,200-acre site and employs 2,700 full time employees. Most of the output at Kia Motors Manufacturing Georgia (KMMG) is for the brand’s popular SUV models, the Telluride “the SUV of the year” and Sorento, as well as the Optima mid-size sedan.
Tour visitors will see the entire manufacturing process from rolled metal all the way to the finished product using high tech stamping, weld shop advanced robotics, and highly automated assembly processes to produce the finished vehicle. They produce a vehicle every 57 seconds utilizing three full shifts operating at the plant 24 hours a day/five days per week. In line with Hyundai Motors’ strategy to become a smart mobility solutions provider, Kia Motors is preparing itself for the rapidly changing automotive landscape in 21st century.