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The problem and the solution. Synthesizing findings from five selected case studies reflective of high-transitioning countries in the developing world, this article proposes a number of comparative discoveries about the necessary role and nature of national human resource development in this context. One such discovery is the influence of the political, economic, and sociocultural environments on the necessary nature and role of national human resource development in each country. A second is that context and intent shape and inform what makes for responsible human resource development. Another is that discoveries from this and other studies suggest emerging models and necessary attributes, components, and dimensions useful for informing an integrative and collaborative theoretical and sense-making framework for future study and practice of national human resource development. These and other discoveries pose numerous challenges to the human resource development profession—challenges that will require fundamental reperceiving by its professionals.

The problem and the solution. There are a number of strategies and methods that the theory builder can use to develop applied theory. Each strategy and method is informed by assumptions about what makes for knowledge and in turn good theory—and each is a way of seeing and understanding the phenomenon central to the theory. Dubin, a recognized scholar in applied theory building, advocates a theory-then-research strategy and quantitative hypothetico-deductive approach to applied theory building. This chapter focuses on Dubin’s quantitative method of theory building for applied disciplines, a two-part, eight-steptheory-building method as a specific variation of the general method of theory-building research in applied disciplines presented in chapter 1.

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Scenario planning has been receiving increased attention as a tool for considering the future in the midst of a rapidly changing business environment. This article examines available definitions of scenario planning, analyzes the espoused dependent variables of the process, sets forth an integrative definition, and supports the further development of the process as a useful and relevant tool for strategic human resource development.

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The problem and the solution. The future holds countless challenges. The future cannot be known, and it must not be ignored. Understanding trends and indicators emerging today helps us to proactively think about potential future developments and positions us to constructively shape them. This article reports on a survey of 55 human resource development (HRD) and HRD-related practitioners and academics who identified trends, variables, and challenges that they believe are affecting and will affect the profession during the next 15 to 20 years.

OverviewThe History of Human Resource Development, by Matthew Gosney and Claretha Hughes is a review of the origins and subsequently the growth of human resource development (HRD) as a discipline. The authors review the history of HRD using a philosophical lens to illustrate how historical events are useful for understanding the development of theory that has been associated with HRD practice.