In April 2009, AHRD started a pilot series of monthly webcasts that are open to all members. These are free to members, and part of the overall membership value package. Webcast presenters are authors of recent AHRD journal articles or other leading AHRD scholars.
Beginning January 2010, AHRD on-demand webcasts are in Adobe Connect.
If you've never used Acrobat Connect Professional, please see the following system requirements:
Date: December 5, 2012
Social capital has been receiving increasing attention in the field of human resource development (HRD). However, little is known as to how social capital has been formed or has grown over time with HRD interventions. There is limited research and discussion on how reflective practices play a role in the development of social capital as individuals reflect together in interactive social contexts such as networking activities. We will introduce an integrative model of institutional social capital and reflective practices. In particular, we highlight how HRD interventions can help facilitate social capital building in organizations using some example of HRD interventions.
Yoshie Tomozumi Nakamura
Dr. Nakamura is a consulting faculty member and executive coach at Columbia University. She also works as an associate director of special projects at Columbia Business School where she is working on new initiatives across functions. Her areas of research interest include social capital formation, leadership development, and human resource development. She actively engages in the research on values leadership that is published as a business case. One of her publications, “The Role of Reflective Practices in Building Social Capital in Organizations from an HRD perspective” received an outstanding award by Academy of Human Resource Development. Her teaching work focuses facilitating social capital building in a strategy development and human resource development courses. She also coaches executives from small business owners to global organizational leader through Columbia Business School’s Executive Education program.
Dr. Nakamura received her doctorate in Adult Learning and Leadership from Columbia University. She holds a Bachelor of Arts Degree in Literature; a Master of Arts in International Education; and a Master of Education in Adult Learning and Leadership.
Lyle Yorks is Associate Professor in the Department of Organization and Leadership, Teachers College, Columbia University where he teaches courses in adult learning, strategy development as a learning process, human resource development, and research. He is also a lecturer in the Executive Master of Science Program in Technology Management at in the School of Continuing Education, Columbia University where he teaches a course in Strategic Advocacy. His expertise is in adult learning theory and practice as it applies to workforce development and executive education. Lyle has over 25 years experience working with organizations in diverse industries worldwide on projects involving training designs, strategic organizational change, and management development. Earlier in his career Lyle was a Senior Vice President of Drake Beam Morin, a human resources consulting firm, a Principal of Marshall-Qualtec a consulting firm working in the area of organization restructuring and strategic change, and was an internal consultant on the staff of the Corporate Systems and Methods Department, Travelers Insurance Companies. Lyle has also served as visiting faculty in various EMBA and Executive Education programs. In 1981 he was a Visiting Faculty Fellow at Yale University, School of Organization and Management.
Lyle was a co-researcher with Professor Schon Beechler on a three-year project on learning transfer and return on investment from Columbia Senior Executive Program, Columbia University School of Business. Additional projects include facilitating collaborative inquiry groups in the Leadership for a Changing World Program, funded by the Ford Foundation and the Advocacy Institute grants administered through the Wagner School, NYU and a collaborative participatory action research based study on reducing workplace stress and aggression to enhance individual and organizational performance involving ten sites in the U.S. Veterans Administration. He is currently involved with a colleague, Dr. Art Langer, in a study of successful transitions into the ‘C-Suite’ on the part of technology executives. Articles authored and co-authored by Lyle have appeared in the Academy of Management Review, Academy of Management Education and Learning, California Management Review, Sloan Management Review and other scholarly and professional journals. Among his recent professional publications is a text Strategic Human Resource Development (South-Western Publishers, 2005), and chapters in Educating Managers through Real World Projects (2005), and University and Corporate Innovations in Life Long Learning (2008). His 2004 article “Toward a Political Economy Model for Comparative Analysis of the Role of Strategic Human Resource Development Leadership” in the Human Resource Development Review received the Outstanding Article Award. His article co-authored with Yoshie Nakamoura “The Role of Reflective Practices in Building Social Capital in Organizations: Implications for HRD Research and Practice” received the Elwood Holton III Research Excellence Award for the outstanding article in the Human Resource Development Review for 2011. Lyle earned master degrees from Vanderbilt University and Columbia University and his doctorate from Columbia University.
Princess Cullum, MBA, Ph.D. Student
Princess holds a Master of Business Administration degree from Washington University in St. Louis and a Bachelor degree in Journalism from the University of Nebraska at Lincoln. Currently, she is working on a doctorate in Applied Technology and Performance Improvement (ATPI) at the University of North Texas.
Princess has taught for 14years at several colleges and universities in North Texas as an adjunct faculty member. For the past three years, she has been a Teaching Fellow in the Department of Learning Technologies teaching online classes in the ATPI undergraduate program.
She is the Senior Learning Specialist at International Capital and Management Company (ICMC) responsible for managing classroom training for Cancer Treatment Centers of America. Prior to working for ICMC, Princess worked for more than 15 years in marketing and management at world-class companies such as Hewlett-Packard, General Mills, and Hallmark Cards.
Date: October, 2012
Current research suggests that organizations working to increase engagement among their employee base can increase productivity and profit generation, lower turnover, and ultimately create competitive market advantage. These connections have been well documented. While organizations look toward engagement as a promising and leveregable strategy, research on how to develop an engaged workforce in HRD has been underdeveloped. In 2011, Shuck, Reio, and Wollard edited a special issue of Advances In Developing Human Resources on employee engagement with hopes of bridging this gap. This webinar is an update to that Advances Issue, building on new research findings and implications for HRD practice. Research, theory and practice will all be explored as separate and related areas of current and future inquiry. Participants can expect to explore the current state of employee engagement, reflect on the psychology and state of the construct, and participate in discussions around the practical application of employee engagement concepts in HRD. Please bring questions and insights!
Dr. Brad Shuck
Dr. Brad Shuck is Assistant Professor of Organizational Leadership and Learning at the University of Louisville. His research agenda is focused on the use of employee engagement and positive psychology in HRD, workplace culture and climate, non-traditional methods of instructional design, and leadership development. Shuck was the 2010-2011 Malcolm Knowles Dissertation of the Year Runner-Up and was the recipient of the 2011 Advances in Developing Human Resources Issue of the Year Award. His research has appeared in publications such as Human Resource Development Review, Human Resource Development International, the Journal of Management Development, Advances in Developing Human Resources, and the Journal of European Industrial Training, among others. Shuck serves as Chair for the AHRD Wayne R. Pace Book of the Year Committee and on both the Scholar-Practitioner and Quantitative SIG’s in publication leadership positions.
Thomas G. Reio, Jr.
Thomas G. Reio, Jr. is Interim Associate Dean of Graduate Studies and Associate Professor of Adult Education and Human Resource Development at Florida International University in Miami, Florida. He is immediate past editor of Human Resource Development Review and co-editor of New Horizons in Adult Education and Human Resource Development. His research concerns curiosity and risk-taking motivation, workplace socialization processes, workplace incivility, entrepreneurship, and workplace learning. His work has been published in leading journals in education, business, and psychology. These journals include Personality and Individual Differences, The Journal of School Psychology, Educational and Psychological Measurement, Journal of Business and Psychology, Journal of Interpersonal Violence, Human Resource Development Quarterly, Human Resource Development International, Journal of Managerial Psychology, and the Journal of School Psychology, He has over 16 years of experience as a training and development director, organizational consultant, and operations manager.
Dr. Karen Kelly Wollard
Dr. Karen Kelly Wollard is responsible for program and business development for Corporate and Continuing Education in the Institute for Economic Development at Broward College in Fort Lauderdale, FL, and is Associate Graduate Faculty in the College of Education at Florida Atlantic University. In addition to her research in employee engagement she has written on HRD and customer service, self-directed learning, executive learning, customer service in universities, faculty development, and instructional design. Her contributions to the employee engagement issue of Advances in Human Resource Development include Antecedents to Employee Engagement: A Structured Review of the Literature (with Brad Shuck) and Quiet Desperation: Another Perspective on Employee Engagement.
Date: October 16, 2012
Postsecondary institutions are struggling more than ever before to find qualified, effective leaders to move into key administrative positions. One reason for the continued lack of prepared leaders is that there still remain few women in higher education positioned to take on such critical roles. The purpose of this webinar is to discuss findings presented in a recently published Issue of Advances, which examined this topic. Issue authors will discuss the current state of leadership development programs for women in higher educational contexts and also offer suggestions for future leadership development programs, strategies, and research. It will provide listeners with frameworks to be used for developing, evaluating, and researching leadership programs for women in higher education.
Susan R. Madsen, Ed.D
Susan R. Madsen, Ed.D, is the Orin R. Woodbury Professor of Leadership and Ethics in the Woodbury School of Business at Utah Valley University. She is also an independent leadership and change consultant. She has been heavily involved this past decade in researching the lifetime development of prominent women leaders in the U.S., Middle East, and China and has published 2 books and many articles on her results. Susan has published nearly 60 articles in scholarly journals and presents often in local, national, and international settings. She has received a host of awards for her teaching, research, and service and has found her “calling” in doing work that can change lives. She was the guest editor of two ADHR Issues earlier this year on women and leadership in higher education.
Dee Anne (Denise) Bonebright
Dee Anne (Denise) Bonebright is the Director of Systemwide Training for the Minnesota State Colleges and University system. Prior to this position, she was an organizational effectiveness consultant and training manager for the University of Minnesota. She has been involved in leadership development for both organizations and spent almost 15 years as director of the University’s women’s leadership institute. This past year she helped design and implement an executive leader development program sponsored jointly by both organizations. Bonebright is currently completing her dissertation research toward a Ph.D. in Human Resource Development.
Sarah Leberman, PhD
Sarah is the Professor of Leadership and Acting Head of School, School of Management, Massey University in New Zealand. Her current research interests are in the areas of women and leadership in sport and academia, as well as the transfer of learning, and in particular the processes and factors which facilitate this. Her most recent research publications have focused on women in academia, mothers in sport leadership roles, and as elite athletes. Sarah was an inaugural member of the New Zealand Women in Leadership programme and is currently the Deputy Chair. She is a member of the New Zealand Olympic Committee, Women in Sport Group and the Manager of the Women’s Junior Black Sticks and Black Sticks teams. She was a Fulbright Senior Scholar in 2008, which she tenured at the Tucker Centre for Research on Girls and Women in Sport, at the University of Minnesota.
Karen Longman (Azuza Pacific University)
Karen A. Longman serves as program director and professor of doctoral
higher education at Azusa Pacific University. She earned her doctorate from
the Center for the Study of Higher Education at the University of Michigan.
Longman and her colleague Laurie A. Schreiner co-edit the journal
Christian Higher Education: An International Journal of Research, Theory, and Practice.
Longman’s previous professional roles have included six years as vice president
for academic affairs and dean of the faculty at Greenville College (IL)
and nineteen years in Washington, D.C., on the senior leadership team of
the Council for Christian Colleges & Universities. Her research and publications
focus on gender issues, leadership, and faith-based higher education.
Date: August 2012
Intuitively we know that the factors that influence creativity are numerous, especially in an organizational setting. Creativity depends on the individuals we hire, the supervisors we promote, and the culture that is fostered, among several others. However, the creativity literature is populated almost exclusively with studies that look at each factor individually, one at a time, in isolation. Yet, we know the world is more dynamic than this. Which of the multitude of factors studied in the creativity literature really make a difference, and how do they interact with each other? Laird will discuss his dissertation research where he constructed a multi-factor, cross-level model to examine the relationships among several variables within four Research & Development organizations. Laird will summarize his research, provide a glimpse into the insights from the literature, and discuss the role HRD can play in fostering greater creativity in organizations.
Laird D. McLean, Ph.D.,
Owner/Consultant, McLean Global Consulting
Laird is highly regarded for his expertise in training, organizational change, innovation, and technology implementation.
Prior to joining MGC, he was responsible, as director of Global Learning and Development, for leading training and development globally, serving the Chief Technical and Chief Medical Officers at Boston Scientific. He played a key role in implementing corporate-wide product and technology development processes, developing an award-winning project management capability, building the corporate training function, bringing eLearning to the company, and guiding implementation of company-wide Six Sigma and Lean training.
Laird also served as a change management consultant at Andersen Consulting (currently Accenture) where he helped clients plan for and implement PeopleSoft applications. His work included business process mapping; organization design; and training design, development, and delivery.
Laird has traveled to over 20 countries. He has lived, worked, and studied in the USA, Canada, Japan, and Belgium and has familiarity with French and Japanese languages.
Date: June 2012
The global financial crisis of the 2000s was accompanied by a series of ethical breakdowns within business institutions. This surprised many business practitioners, academics, and legislators, who believed measures taken after earlier spectacular scandals would mitigate re-occurrence of the abuse and misconduct. Does this revelation suggest that measures taken failed to provide reliable protection against major ethics violations? Were the measures appropriate, were they targeting the right set of issues and problems? We argue that creating formal codes of ethics and conducting ethics training is necessary, but insufficient: ethical behavior is promoted and facilitated by an ethical business culture. To develop and support ethical business cultures in organizations, HRD practitioners need to be able to utilize quantitative benchmarks for measuring the initial parameters and later progress of their efforts. Therefore, the creation of reliable instruments for measuring organizational ethical culture is both practically and theoretically important. In our discussion we will report on the creation of the ethical business culture construct consisting of five uniquely quantifiable characteristics and their measurement using the Ethical Business Culture Survey instrument.
Douglas Jondle, Ph.D., MBA; Research Director, Center for Ethical Business Cultures at the Opus College of Business, University of St. Thomas - Minnesota
Douglas Jondle, PhD, MBA is Research Director at the Center for Ethical Business Cultures. His current research includes multicultural evaluation of ethical business cultures and the development of an Ethical Perception Index. Recent publications include Characteristics of Ethical Business Cultures published in the Journal of Business Ethics and Ethical Business Cultures: A Literature Review and Implications for HRD that was published in the Human Resource Development Review. Dr. Jondle has taught graduate level Business Ethics, lead graduate level study abroad programs to Belgium, Germany, Luxemburg, and the United Kingdom, and has guest lectured at a number of universities.
Alexandre Ardichvili, Ph.D.; Professor of HRD at the University of Minnesota
Alexandre Ardichvili is professor of HRD at the University of Minnesota. He holds PhD and MBA degrees from the University of Minnesota and PhD in management from the Moscow State University. Dr. Ardichvili has published an edited book and more than 60 peer-reviewed articles and book chapters related to HRD, international education, entrepreneurship, business ethics, and knowledge management. He is Associate Editor of the Human Resource Development International, and Fellow of the Center for Ethical Business Cultures. Dr. Ardichvili has done consulting and applied research at Caterpillar, 3M, Honeywell, the Carlson Companies, ADM, ADC, BI Worldwide, and numerous other businesses and non-profits. He has traveled to more than 40 countries of Europe, Asia, and Latin America to present his research at conferences, teach graduate courses, and to conduct research and consulting projects.
Date: November 2011
This presentation describes the most current ideas about how to evaluate the ROI of COPs, and is based on Wenger, Trayner, and de Laat’s 2011 publication “Promoting and assessing value creation in communities and networks: A conceptual framework.” I will present the conceptual framework from the publication, and then talk about how the framework can be used in practice. The framework can be used in multiple contexts—education, business, community, etc. If you are working with or leading COPs, this new framework is an exciting innovation and extension of existing literature that you will be able to use immediately in your work. Implications for future research directions are also presented.
Dr. Julia Storberg-Walker is an Associate Professor and Program Coordinator of the Workforce and Human Resource Education Program, located in the Department of Leadership, Policy, and Adult and Higher Education at North Carolina State University.
Dr. Storberg-Walker serves as the Associate Editor of Human Resource Development Review, and on the Editorial Boards of Human Resource Development Quarterly, Advances in Developing Human Resources, and the Journal of Chinese Human Resource Management. She is a Member Scholar of the International Institute for Qualitative Methodology, and a past Program Chair for the Academy’s International Research Conference in the Americas. She has provided HRD consulting services for organizations including the State of North Carolina Administrative Office of the Courts, The Fund, the Office of Violence Against Women, The JFK School of Special Warfare at Fort Bragg, North Carolina, WakeMed Health System, and the Allied Health Education Center in Raleigh. She lives in Wake Forest with her husband Jeff, four cats, eleven chickens, and dog named Buddy.
Date: September 2011
In this session, Dr. Tonette Rocco, editor of a new book, The Handbook of Scholarly Writing and Publishing, will discuss the elements of a manuscript being prepared for submission to a journal. She will guide participants through the process of turning a conference paper into a manuscript. She will share insights on the differences between a conference paper and a journal article, the common mistakes authors make, strategies authors can use in transforming a conference paper to a journal article, and how to follow through with editors and deal with rejection, revising, and resubmitting.
Tonette S. Rocco, Ph.D. (The Ohio State University) is associate professor in the Adult Education and Human Resource Development Program and Director of the Office of Academic Writing and Publication Support. She is a Houle Scholar, and a 2008 Kauffman Entrepreneurship Professor. Rocco has published seven books and monographs winning the 2009 University Continuing Education Association Frandson Book Award for Challenging the Parameters of Adult Education: John Ohliger and the Quest for Social Democracy (with Andre Grace, Jossey-Bass, 2009. Her most recent book is The Handbook of Scholarly Writing and Publishing (with Tim Hatcher, Jossey-Bass, 2011). She has over 200 publications in journals, books, and proceedings. Winner Elwood F. Holton, III Research Excellence Award 2008 for the article “Towards the employability-link model: Current employment transition to future employment perspectives” published in Human Resource Development Review with Jo Thijssen and Beatrice Van der Heijden. She is co-editor of New Horizons in Adult Education and Human Resource Development, assistant editor of Human Resource Development Quarterly and qualitative methods editor for Human Resource Development International. Editorial Board memberships include the Journal of Mixed Methods Research, Adult Education Quarterly, Journal of European and Industrial Training, and International Journal of Mixed Methods in Applied Business and Policy Research, Journal of Chinese Human Resource Management, PAACE Journal of Lifelong Learning, and International Journal of Mentoring and Coaching in Education. She served on American Society for Training and Development, Certification Institute Board of Directors.
Date: May 2011
As technology is permeating our personal and professional lives, it is also having an enormous impact on the field of human resource development (HRD). Virtual HRD (VHRD) has recently emerged as a new area of inquiry in the field and is driving a paradigm shift necessitating new skills, policies and theories as we move forward.
This webcast will highlight a recent issue of Advances in Developing Human Resources, (December, 2010) on Virtual Human Resource Development (VHRD). Join us for a discussion of this timely issue!
Editors of the Special Issue: Rochell McWhorter and Elisabeth "Liz" Bennett
Plus several authors of articles in the Issue:
Elisabeth "Liz" Bennett is an assistant professor with Tufts University School of Medicine in Massachusetts and director of education at Baystate Medical Center. She received her PhD in adult education with an emphasis in human resource and organizational development from the University of Georgia. She is member of the board of directors for the Academy of HRD. Her research includes virtuality and simulation in medical education, the career development of women academic physicians, and theoretical development for virtual human resource development and adult informal learning.
Diane Chapman is teaching associate professor and director of the Training & Development Online M.Ed. and certificate programs at NC State University. She has over 20 years of management experience in business and industry. Her research involves the evaluation and affect in e-learning, using virtual worlds as an instructional strategy, and technology in workforce development.
Sophia J. Stone (EdD) is a Teaching Associate Professor in Curriculum and Instruction and a Research Associate with the Friday Institute for Educational Innovation at North Carolina State University. Sophia also coordinates the online Graduate Certificate Program in E-Learning in the department of instructional technology at NC State. Previously she was assistant director for Distance and Independent Learning at Duke University. Her professional background includes more than 15 years' experience in higher education and training and development. Her research interests include online learning, 3D virtual worlds, instructional design and online professional development.
Donna S. Mancuso is a doctoral student and graduate teaching assistant at Texas A&M University, College Station who received her master's degree in educational human resource development in May 2008. Her research interests include adult learning in a virtual environment, workforce and transitional education, women's issues, and grief education.
Wen-Hao David Huang has a joint faculty appointment in human resource education and educational psychology at University of Illinois, Urbana–Champaign. His research focuses on motivation issues in virtual learning and workplace settings. In particular, he is interested in individuals' learning and performance motivation in wikis, digital game-based learning environments (DGBLE), and open learning environments supported by open courseware.
Date: April 2011
Wei Zheng, Ph.D. Coordinator, AHRD Webcast Assistant Professor, Department of Management and Marketing, University of Wisconsin - River Falls
Andrea D. Ellinger, Ph.D. Associate editor, Human Resource Development Quarterly Professor, Human Resource Development and Technology, University of Texas at Tyler
Susan A. Lynham, Ph.D. Editor, Advances in Developing Human Resources Associate Professor, School of Education, Colorado State University
Description: Interested in publishing in the four AHRD journals? Having questions about the writing and publication process in these journals? Wanting to hear perspectives from the receiving end of your manuscripts? We have invited the editors from AHRD's four journals (HRDQ, HRDR, HRDI, and ADHR) to answer your questions in this webcast. In this moderated panel discussion, we will pass your questions to the editors.
Sponsored by the Scholar Learning & Development SIG
Date: September 2010
Presenters: Theresa Canada, Western Connecticut State University; Mantha Mehallis, Florida Atlantic University; Mary Howard-Hamilton, Indiana State University College of Education; Peggy Brandt Brown, Ph.D., L.P.C., North Lake College; Shani Carter, Rhode Island College and Holly Hutchins, University of Houston
Description: Although a large body of literature exists regarding the difficulties women encounter in attempting to gain tenure, research does not exist regarding women's post-tenure experiences in attempting to gain the rank of full professor. We examine career paths by gender, and demonstrate that women's careers tend to plateau at the mid-ranks of faculty while men's careers tend to lead to the highest rank. Psychological theories on Social Identity Threat are presented to explain the differences in career paths by gender for professors with equal productivity and human capital. We proposes that women face an increasingly hostile work environment after they obtain tenure because some men feel increasingly threatened in their male identity when women obtain promotions. HRD implications are discussed.
Date: June 2010
Presenters: Dr. Susan R. Madsen, Associate Professor of Management, Orin R. Woodbury Professorship in Leadership and Ethics, Utah Valley University, Woodbury School of Business; Dr. Kathi Tunheim, Assistant Professor, Department of Economics and Management, Gustavus Adolphus College and President and CEO of Tunheim Leadership Group Inc.
Description: This webcast will feature scholarly research and practice from the fields of women and leadership in education and business. The session will be facilitated by two AHRD members, Dr. Susan Madsen and Dr. Kathi Tunheim. They co-lead the new Leadership SIG that was formed in February, 2010. Dr. Madsen has written two books and many academic journal articles on prominent women leaders, specifically female governors and college presidents. Dr. Tunheim has spent two decades developing women executives at Fortune 100 companies in Minneapolis, MN. Her most recent research is studying "The Golden Skirt Rule," a federal law mandating a minimum of 40% of women on corporate boards in Norway.
Dr. Madsen and Dr. Tunheim will discuss not only the academic literature in these fields but will also share their practical learnings from their combined 55 years of teaching, consulting and writing in the field of leadership.
Date: April 2010
Presenters: Fredrick M. Nafukho, Texas A&M University; Kit Kacirek, University of Arkansas; Yvonna Lincoln, Texas A&M University; Helen Muyia, Texas A&M Univeristy
Description:… our emotions are what make us human and they follow and influence us wherever we go – and that means they follow us to work. Effective management of emotional intelligence is a strong predictor of success … (LaPierre (2009, p. 1).
While intellectual and technical abilities play an important role in employee performance intelligence researchers have recognized that the construct is broader than the narrow cognitive and technical skills measured by traditional intelligence quotient. Literature also shows that there has been an overemphasis on the role that general academic intelligence plays in predicting life success. Although IQ tests have in the past been taken to accurately predict academic success, they have been far from perfect — leaving the amount of error very large and unexplained. In terms of workplace performance, it can be argued correctly that some of the differences among high performing and productive individuals unaccounted for by IQ could be explained by traits associated with EI.
Purpose of the Webinar
The presenters will use a collage of workplace evidence to demonstrate the link, or lack thereof, between EI and performance. Thus, human resource development as a field of practice is concerned with using learning to improve individual, process and organizational performance. Considering that the EI construct is creating interest among industry, scholars and practitioners in the United States as well as in other nations, establishing the link between EI and performance using empirical evidence is critical. This Webinar seeks to focus on the link between EI and performance at individual and organizational levels.
Date: March 2010
Presenters: Tony O'Driscoll (Duke University) and Karl Kapp (Bloomsburg University, Bloomsburg, PA)
Description: The webcast will look at challenges to HRD practice (how we approach, manage and facilitate learning in organizations, highlighting some of the major changes and opportunities); challenges to HRD practitioners ( the skills, knowledge and attitudes needed by HRD practitioners to take advantage of these opportunities); and challenges to HRD researchers (how research can help the HRD profession to better understand what works in these new arenas, and why).
Date: February 2010
Presenters: Marilyn Byrd, Christine Stanley and Sue Lynham
Description: This webcast accompanies Issue 11(5) of Advances in Developing Human Resources. The Issue brings to light the limited research in the field of HRD that addresses the everyday lived experiences and socio-cultural realities (race, gender, and social class) that African American women encounter while holding positions of authority in predominantly white organizations. The concept of intersectionality (the juncture of race, gender, and social class) is introduced to discourse in HRD and is a common thread throughout the articles that are presented. The overarching theme of the Issue is the need for more socio-cultural theories that address intersectionality in the leadership experience of African American women. In this webcast, the Editor-in-chief, Sue Lynham, and the Issue Editors, Marilyn Y. Byrd, and Christine A. Stanley, will engage in conversation about the significance of this topic to the field of HRD. Engaging in conversation on socio-cultural realties is necessary because the field has yet to envision the systematic study of theories that recognize the multiple realities that define individual experience at the intersection of race, gender, and social class in achieving the goal of learning and performance.
Date: January 2010
Presenters: Holly Hutchins, Shani Carter, Jason Moats and Darren Short
Description: This webcast accompanies the recent launch of the new AHRD Excellence in Scholarly Practice Award to recognize those who apply scholarly HRD theory and research to practice in a manner that brings measurable improvement to an organization and/or has the potential to advance the field of HRD. If you are using HRD research and theory in your practice, then the Award is for you! The webcast will provide an overview on the submission process. Then, a panel of three of the Award reviewers will examine each of the award criteria to provide a clearer description of what reviewers will be looking for – this will cover information on the organization, links to HRD research and theory, the HRD practice or intervention, and the implications. The panel will also answer your questions about the Award. If you're considering submitting, then this webcast is for you.
Date: November 2009
Presenters: Darlene Russ-Eft, Oregon State University; Marguerite Foxon, Performance Improvement Consulting; Michael Leimbach; Wilson Learning.
Length: 60 minutes
This webcast focuses on answering evaluation questions submitted by AHRD members. It includes discussion of evaluation models, ROI, learning to evaluate, balancing stakeholder needs, evaluation questions, evaluation ethics, and more.
Date: October 2009
Presenter: Darlene Russ-Eft, Oregon State University; Jennifer Martineau, Center for Creative Leadership; Marguerite Foxon, Performance Improvement Consulting
Length: 60 minutes
This webcast accompanies the publication of the second edition of the book, Evaluation in Organizations: A Systematic Approach to Enhancing Learning, Performance, and Change. It is presented by one of the authors of that book. It examines some of the history and theories of program evaluation, coming from a variety of fields. It also presents practical approaches to evaluation within organizational contexts and provides vignettes and examples to support these approaches. The session discusses some of the enhancements included in the latest edition. The webcast includes two practitioners, who will describe their uses of the first edition of the book in their own practice and their intended uses of the second edition.
Date: September 2009
Presenters: Darren Short, Avanade Inc; Martin Kormanik, OD Systems; and Wendy Ruona, University of Georgia
Length: 60 minutes
This webcast accompanies the publication of Advances in Developing Human Resources 11(4), and is presented by the editors of that issue. It explores the relationship between HRD research and practice, and the pivotal role of HRD scholar-practitioners in addressing the research-practice gap.
The session covers: current knowledge about the link between research and practice in HRD; different types of HRD practitioners; a definition of the HRD scholar-practitioner; HRD scholar-practitioner competencies; and implications for HRD educators, researchers, and practitioners. Throughout the webcast, the presenters explore the challenges of the role of the scholar-practitioner and offer recommendations for improving HRD practice through the application of HRD research.
Date: July 2009
Presenter: Stephen Garcia, Philosophy IB
Length: 59 minutes
Social network analysis (SNA) has grown in popularity, but what is its connection to HRD? This webinar addresses this question by defining SNA, presenting key concepts, discussing SNA's relevance to HRD, and presenting several examples from both research and practice in which SNA has been employed to address HRD-related issues.
Date: June 2009
Presenters: Russell Korte (University of Illinois at Urbana-Champaign); Catherine Lombardozzi (Vanguard); Consuelo Waight (University of Houston)
Length: 61 minutes
Over the past decade, HRD researchers have made tremendous advances to enhance the theoretical foundations of the field. However, a nagging weakness is the continuing gap between theory and practice. One view is that this gap exists partly due to the institutional differences between the academy and practice, with the values and norms of the academy not transferring or translating easily into practice and vice versa. In this webcast, we explore these institutional differences as critical reasons for the theory-to-practice gap, and discuss initial recommendations for developing more practical theories.
Date: May 2009
Presenter: Michael J. Marquardt, The George Washington University
Length: 62 minutesAction learning is not only an effective problem solving process but also has been valuable to a growing number of organizations worldwide as a powerful tool for developing leaders, teams, and organizations. This webcast explores the six essential components for successful action learning programs as well as the steps and processes of implementing action learning. Successful application of action learning in companies such as Microsoft, General Electric, Siemens, Caterpillar, Samsung, and Boeing as well as with universities and government agencies are described.
Date: April 2009
Presenters: Tonette Rocco, Julie Gedro, Martin Kormanik
Length: 65 minutes
The presenters were also editors of Volume 11, Issue 1 of Advances in Developing Human Resources, and the webcast accompanies that issue. The context frames the issue using organizational perspectives, reviews definitions and implications for policy, use of the issue in teaching and practice, and implications for HRD research and theory. In the Q&A section, the presenters discuss options for addressing organizations where little attention is paid to sexual minority issues, and ways for furthering research and collaboration on the topic.
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