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2011 Conference - Food N Thought Sessions

Food N' Thought Sessions

Friday, February 25, 2011

Breakfast Sessions (7:15am – 8:15am)

Room TBD

Julia Storberg-Walker
Associate Professor and Program Coordinator
Workforce and Human Resource Education Program
North Carolina State University

David Boulay
President, Illinois Manufacturing Extension Center

Research and Practice

Developing a Grant Budget, or 'I Wish I Knew Then What I Know Now'
As a partial result of the severe financial crisis, faculty are being pressured to propose and win more and more external grants from government, non-profit, and for-profit organizations.  Many colleges and universities, as well as the funding organizations themselves, offer guidance for these principal investigators (PIs) to help them create fundable and well-written proposals. However, there is less out there to help novice faculty develop an accurate budget for the proposal.
This FnT session is designed to share lessons learned about grant budgeting for small- and large-scope grants. Both novice and experienced P.Is. are invited to attend to share questions and best practices.

Room TBD

Cathy S. Worlow
Northern Illinois University

Research Horizons

The Impact of the Recession on Leadership Development programs in small companies  
This roundtable discussion will create a lively dialogue which will obtain participants' views about whether recessionary times are affecting leadership development programs in small companies.  In an effort to reduce spending, companies have reduced costs by laying off individuals and cutting training costs.  Is the recession having a direct impact on the number of leaders we will have in the future? How are small companies' preparing their leaders for the future?  The primary benefit of this research is to help HRD professionals prepare for the type of  leaderships programs we will need in the future. 

Room TBD

Michael Hahn
CEO, Beyond…Good Teams

Research and Practice

Book Club Review - Drive by Daniel Pink

This discussion will be a facilitation of the major points in Daniel Pink's book, Drive.  Major strides in science have provided key insights into employee motivation, engagement and empowerment.  Our discussion will bring these studies to light and share within the group how w have been successfully applying them in our current workplace.  Having read Drive is not a prerequisite to attend this discussion.

Room TBD

Alicia Friday
Texas A&M University

Using HRD Theories to Research Across Disciplines

Research and Practice

The field of Human Resource Development has opened up pathways to study a variety of organizations by focusing on relevant theoretical connections between bodies of literature.  HRD scholars are using theories from within the field to examine phenomena in other disciplines such as education, sociology, business, communications and a multitude of other areas.  HRD theory provides the ability to study organizations in countless settings to further understand the contributing dynamics and forces.  The focus of this session is to facilitate conversation about the various topics HRD scholars are currently researching across disciplines.  Attention will be given to the benefits and barriers of using HRD theories to research within another context as well as implications for future research.

Room TBD

Carlos Sepulveda Jr.
Merlissa C. Alfred
Heather C. Kissack
Texas A&M University

Research Horizons

The Journey to the Professoriate: A Dialogue between HRD Professors and Graduate Students

This FNT is open to all conference participants; however, the main objective of this session is to provide an opportunity for graduate students to dialogue with Assistant, Associate, Full, Senior and Distinguished Professors, as well as graduate students from various universities. In sharing the experiences and advice of established and emerging HRD scholars and professors, we hope to increase the knowledge and collaboration among the students and professors who attend the conference. 

Room TBD

J. Kori Whitener Fellows
Texas A&M University

Research and Practice

Special Interest Group Discussion Sponsored By Scholar Learning & Development

This session will begin with a brief discussion about general strategies and advice for navigating political situations. The session will continue with panel members sharing their ideas and suggestions based on questions posed by the session facilitators and participants. Faculty, practitioners, and students from different universities and institutions are encouraged to attend.  A critical challenge for students and faculty is navigating the political environments that are an aspect of the organizational culture of academic institutions.  How sensitive political situations are handled has the potential to have a major impact on the academic careers of both faculty and students. This session provides a venue for sharing resources and strategies that would be helpful to faculty and students as they communicate about and manage political situations.

Friday, February 25, 2011

Lunch Sessions (12:15pm – 1:15pm)

Room TBD

Donald L. Venneberg, Colorado State University
Barbara Eversole, Indiana State University

Scholar Practitioner

Book Club Review – The boomer retirement time bomb: How companies can avoid the fallout from the coming skills shortage.

The book's authors will facilitate a scholar-practitioner oriented dialogue on the subjects from their new book (Venneberg, D.L. & Eversole, B. W. (2010). The boomer retirement time bomb: How companies can avoid the fallout from the coming skills shortage. Santa Barbara, CA: Praeger). This is a book for both business leaders and HRD practitioners who face the challenges posed by a changing 21st Century workforce. This workforce is both aging and increasingly made up of multiple generations of workers with their divergent value sets and needs and expectations from the workplace. The book lays out the challenges and their organizational and human resource development impact, and explains why we need to rethink assumptions about work and the workplace. The book also provides practical, real-world strategies, best practices, and tactics for maximizing the opportunities that accompany the continuing demographic shift of the workforce. The subjects for discussion will be around how to recruit, retain and accommodate the older worker; how to maintain work-life balance and how to effectively manage the intergenerational workforce.

Room TBD

Wei Zheng, Ph.D.
University of Wisconsin - River Falls

Research Horizons

Social Network Formation

This purpose of this session is to generate conversations on how people form social networks and what HRD practitioners can do to help employees establish favorable social contacts at the workplace.  Differences in an individual's social contacts make a substantial difference in the person's access to information, influence, and resources. A brief review of literature will be presented on personal, contextual, and social factors that influence what kind of networks people form. Discussions will ensue that explore questions such as what network characteristics benefit employees' coordination, communication, learning, and team work, and how HRD professionals can help employees build networks that are beneficial for learning and performance.

Room TBD

Dong-Yeol Eric Yoon
Ronald L. Jacobs
The Ohio State University

Research and Practice

How To Improve the Ability of Expatriates and Local Managers to Effectively Communicate with each other to achieve organizational outcomes: A Systems Approach

This session is designed for researchers and practitioners who are interested in performance improvement issues in cross-cultural work setting. Many global corporate leaders are concerned about how to improve the ability of expatriates and local managers to effectively communicate with each other to achieve organizational outcomes. The facilitator will share a recently performed case study with a global automotive company that would be helpful to scholars and WLP professionals in identifying problems and fostering open discussion.

Room TBD

Larry Weas
Northern Illinois University

Research Horizons

Humor in HRD & Training

This session is designed to explore various findings from research on humor and identifies opportunities for incorporating humor into the training classroom, the effects and impact of humor on learning outcomes, and suggests guidelines for the appropriate use of humor in training today's employees in the classroom.  This session will explore humor in Human Resource Development (HRD) and training as a valuable teaching tool for establishing a training classroom climate conducive to corporate learning for new employees.

Room TBD

Judy L. Jacobs
Professional Health Care Systems, Inc.
Chaunda L. Scott
Oakland University

Research Horizons

Critical Workplace Violence Trends: A Model
A new model regarding workplace violence entitled: Critical Workplace Violence Trends: A Model, that goes beyond the current theoretical models dealing with aggression. Moreover, the current models do not speak to the emerging trends of workplace violence that include hate crimes, bullying (resulting in death), domestic violence, stalking and mental health issues seen in the workplace such as bi-polar disease and Post Traumatic Stress Disorder (PTSD). We expect to discuss and collaborate with other researchers in this field to determine how this model can be used to further the HRD research and practice of  those charged with finding solutions to this growing issue.

Room TBD

Sehoon Kim
Minjung Kim
Gary N. McLean
Texas A&M University

Research Horizons

Why Should HRD Pay Attention to Talent Management?

The purpose of this session is to discuss the importance of talent management and HRD's functions and roles in developing talent. First, we will briefly introduce recent trends related to talent management. Then, questions in terms of the concept, scope, and roles of talent management will be asked to elicit participants' interest and response. At the end of the session, we will summarize the discussion. Through this session, we will highlight how HRD academy and practice can enhance talent development, which can be a foundation for further studies on talent management.

Room TBD

Rebecca S. Cheney
University of Georgia

Research Horizons

Innovative dialogue on a topic of current or future research interest in AHRD

In the next 40 years as the baby boom generation ages, the percentage of individuals aged 85 and older, the age group most likely to use long-term care (LTC), will more than double.  Unfortunately, quality of life is a serious concern for individuals living in LTC facilities.  Aiming to improve conditions in long-term care, the LTC culture change movement has spanned three decades.  Long-term care culture change involves deep change at the individual, organizational, and systems levels.  As of 2007, only 30% of nursing homes reported that their facility's culture and operations fit the definition of LTC culture change either completely or for the most part.  Thus there is much yet to learn about how organizations are responding to the LTC culture change movement.  This session will begin a dialogue about how HRD research can explain and inform what is happening in the LTC industry in terms of organizational culture change.  It will address questions such as, Who are the change agents within LTC facilities?  Within the LTC industry?  What obstacles do they face?  How should researchers study organizational culture change within LTC facilities?  Within the LTC industry?  What theoretical frameworks are most appropriate for this research?  

Room TBD

Rochell R. McWhorter Elisabeth E. Bennett
The University of Texas at Tyler and Texas A&M University          Baystate Health and Tufts University

Research and Practice

Virtual HRD, Technology and Distance Learning: A Discussion of Future Trends in HRD Practice and Research

This session is designed to discuss the impact of technology in the workplace. Additionally, the discussion will offer reflections and ideas from the special issue of ADHR focused on exploring the construct of VHRD, which was edited by the presenters. We will highlight this new area of inquiry as well as discuss the potential for forming a special interest group (SIG) to further explore VHRD, technology and distance learning in HRD.

Saturday, February 26, 2011

Breakfast Sessions (7:15am – 8:15am)

Room TBD

Merlissa C. Alfred
Texas A&M University

Research and Practice

Adult Literacy and Skills in a Changing US Economy: Should HRD Be Concerned?

A growing segment of the US population requires additional investments in basic literacy and skills training to effectively contribute to the need for highly literate and skilled employees in the workforce. The purpose of this session is to engage in a scholarly discussion on the future of the US workforce and to explore why Human Resource Development (HRD) should be concerned with investing in and developing the segment of the US workforce that lacks the basic literacy and skills needed to participate in the employment arena.

Room TBD

Doug Muir
Northern Illinois University

Research to Practice

Leader Identity Development Through Mentoring: Case Study

The purpose of this study was to examine the process of leadership identity development of participants in a non-degree leadership certification program and the influence of mentoring. The central research question of this study is: How does a participant's identity as a leader develop over time? The influence of a formal mentoring program on the formation of a leader identity was also examined. A qualitative case-study approach with in-depth semi-structured interviews was used to gather the perspectives of participants and mentors. The study included 26 research participants and 11 mentor dyads. Three themes emerged from the data: (a) continuity of identity discovery, (b) the application of andragogy to mentoring, and (c) the development of identity through program structure and feedback. The findings of this study extend the focus of existing literature to a population seldom considered in leadership and mentoring research, volunteers at a not-for-profit organization who are participating in a leadership development program. This
study examines the interaction of leader identity development and the influence of the mentor relationship, and contributes to a greater understanding of the progression by which a leader identity develops and how this identity becomes salient.

Room TBD

Sunny L. Munn
The Ohio State University

Research Horizons

The Representation of Sexual Minorities in Secondary Data

The purpose of this session is to host a conversation which critically examines how and why sexual minorities are excluded from data sources which could be useful in identifying and resolving organizational issues. A special focus will be on data which is relevant to work-life initiatives and work-life balance. This session will serve to initiate suggestions for the steps HRD professionals, policy makers and researchers can take to include sexual minorities. Recommendations for overcoming the barriers of including sexual minorities in work-life research stem from the need to overcome heteronormative perspectives and perform adequate data collection, which encourages questions regarding sexual orientation. Minority groups will continue to be under researched if we continue to fear offending the majority allowing for the exclusion of inclusive questions during data collection. This session will encourage researchers to apply critical perspectives to the application of traditional organizational practices, thus challenging the status quo. As it stands, traditional groups are privileged within HRD, while others continue to be marginalized.

Room TBD

Rita Kowalski Lyle Yorks
Work Life Consulting LLC Teachers College, Columbia University

Research & Practice

Academic-Practitioner Research: A Conversation about Working and Learning Together in the In Between Space

Our conversation will focus upon academic-practitioner collaborative research that has resulted in contributions to both research and practice. Moving beyond the debate of whether this type of research is possible (Hodgkinson & Rousseau, 2009; Kieser & Leiner, 2009), we would like initiate a conversation with university researchers and practitioners who are currently engaged in or have conducted collaborative research about the "How" of creating collaborative space between both worlds.

Room TBD

Elisabeth E. Bennett, Ph.D. Rachelle Lehner, Ph.D.
Tufts University School of Medicine and Baystate Health Emory University School of Medicine

Research and Practice

HRD and Healthcare Education: Addressing Coming Workforce Challenges

Healthcare education is a blend of higher education and workforce development, and it represents significant investments of time, energy, and resources to prepare healthcare workers for the future. The purpose of this FoodNThought session is threefold. First, the session addresses some of the unique challenges of healthcare educators in various organizations such as medical schools and academic medical centers. Second, we will discuss how Human Resource Development (HRD) practices and techniques can help healthcare educators and their constituent organizations, especially given serious workforce shortages projected for the future. Third, we endeavor to gauge the interest of AHRD members in fostering a network of healthcare professionals.

Room TBD

Devon Twyford
Rod P. Githens
University of Louisville

Research Horizons

HRD in Small Organizations

Regardless of an organization's size or industry the competency of its human resources is arguably one of the most vital parts of its success.  Human Resource Development (HRD) solutions tend to be applied in larger organizations that have the resources and leaders that recognize its importance.  Researchers have given little attention to HRD practice in smaller organizations.  Such organizations face repeated challenges that call for HRD interventions.  This Food N' Thought session will encourage discussion around research and practice issues facing largely underserved small businesses, small community-based organizations, and other small organizations that could benefit from HRD solutions. 

Room TBD

Selena S. Blankenship
Molly Fiero
Clarke County School District

Research and Practice

Leadership Development Interventions Discussion Sponsored by the Leadership Special Interest Group

The Leadership SIG will facilitate an informal discussion around Leadership Development Interventions. Researchers and practitioners should come to this session prepared to share their unique perspectives on this phenomenon. This session is designed to explore the challenges of measuring the impact of leadership development interventions, from both the research and practice perspectives. As learning and development budgets continue to shrink, being able to translate HRD interventions into terms of ROI, without compromising the principles of HRD, becomes essential to organizations. The facilitators of the session hope that scholars and practitioners interested in this phenomenon attend the session to share their own experiences of how they are approaching this problem. Key questions to generate dialogue may include: (1) what are the challenges you have experienced relating to evaluating leadership development initiatives, from either a research or practice perspective? (2) In what ways can scholars and practitioners each inform the work of the other to overcome the challenges related to evaluating leadership development initiatives in terms of ROI?

Chan Lee
Yoomin Lee
Seoul National University
Korea

Research Horizons

Paradigm shift from the traditional social learning to the new social learning using social media
Everyone lives in a society and it means we are doing social activities whether more actively or less depends on personality. One's reality is shaped by social interactions. In other words, we learn with what another person has learned and other person learns what I've learned and so on. This generates more powerful knowledge than any one participant could create individually.

Today, social tools such as Facebook, Twitter, YouTube, blogs, and wikis, and with enterprise applications and suites of applications including Socialtext, Socialcast, Newsgator, and Lotus Connections are powerful that can transform the way of learning for both of individuals and organizations. People create a new culture of sharing with the tools with less restrictions or costs than before. This new concept of social learning makes that immediate, enabling people to easily interact with others who want to share what they have.

Therefore, we consider this interesting topic for current and future research in the field of human resource development and we need to bring the topic in discussion.

Saturday, February 26, 2011

No Lunch Sessions Scheduled (12:15 – 1:15pm) due to Annual Business Meeting

Academy of Human Resource Development

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