Insights on Emerging Trends and the Future of Human Resource Development

Abstract

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.

Who is citing whom: Citation network analysis among HRD publications from 1990 to 2007

“…HRD scholars have attempted to reach the core and fundamental base of HRD by exploring the changing trends and issues using various methods. In order to discover foundations of HRD, previous studies have relied on literature reviews or the survey method administered to other HRD scholars and professionals (McGoldrick, Stewart, & Watson, 2001;McGuire & Cseh, 2006;Ruona, Lynham, & Chermack, 2003;Swanson, 2001;Torraco, 2004;Weinberger, 1998). For example, McGuire and Cseh (2006) traced the development of HRD through a Delphi study.…”

Work-Life Balance Issues among Mental Health Professionals Capstone

“…Other consultants have stated that work-life integration and the HRD profession must assert individuals' role in influencing a healthy and effective organization [70]. Work-life integration theory has influenced the development of international recognition of organizations focused on research regarding work-life balance [17].…”

Knowledge Management: The Key to Sustainability of Economic Crisis

“…This is accomplished through a strategic partnership, where the HRD activities are proactively aligned with the goals of the organization's overall strategy in generals, and crisis management plan in particular (Garavan, 1991). These HRD alignment activities can include environmental scanning for opportunities and threats, developing crisis management policies and procedures, working with line management on operational issues, and fostering a learning culture (Ruona, Lynham, & Chermack, 2003). Behaviors such as sense making, managing the change process, taking risks, and fostering organizational agility during a crisis may take a back seat to managing the ostensibly more pressing matters associated with communication and public relations (James & Wooten, 2005).…”