Based on the current trends about the future of Human Resource Development (HRD), it is important to understand whether the change is revolutionary or evolutionary and how the ideal future will be. There is too much attention that is always paid to the past and not nearly enough consideration paid to the trends, opportunities, and emerging challenges that will continue to pull on the field of HRD (Seo et al., 2019). However, literature focusing particularly on the future of HRD is vast, with hundreds of results received when one searches for “HRD and future” on Google Scholar.
Several provocative responses have been produced concerning the future of HRD. After all, it is an area occupied by valued problem solvers and creators of knowledge who are highly demanded on the subject of workplace changes (Seo et al., 2019).
Nevertheless, this view does not mean that people fail to remember the past. It refers to transforming the future using historical issues. The role of this vision is to emancipate the possibility of HRD as a helper for social and organizational change since it signifies excellent business (Seo et al., 2019). It has been built on the belief in productivity options through people. If the HRD professionals can raise their capability to retain and increase the importance of HRD via value addition, there is a possibility of having a bright future. Therefore, the risk of behaving like a closed system is high and thus appears to be drifting towards entropy.
If it is difficult for the members of HRD to demonstrate the methods they use to add value to HRD, then the future appears to be miserable. It is visualizing an area that is fading away as other fields come and occupy the space left by HRD. The people themselves will find new survival techniques and thrive in other fields. Therefore, members of HRD must demonstrate the techniques that they use to add value to HRD.
Many claims respond to various questions about the future and direction of HRD. Nevertheless, some of those answers lie with the stakeholders because if HRD can achieve stakeholder requirements, it might have a bright future (Seo et al., 2019). This depends on how well the HRD satisfies stakeholder interests, such as the organization’s leaders and decision-makers. According to Seo et al. (2019), the direction of HRD lies in the answers to the questions. “Do the leaders think about the achievements of the organization? And what is the response of those who evaluate the organization’s research?” They also need to find out the response of external bodies concerning the quality of the journal. Therefore, finding the answers to these questions gives the perfect future direction for HRD.
Some of the expected directions of HRD are that research and practice will become acknowledged in high institutions of learning, school systems, and traditional work organizations, among others. HRD will improve social and human capital advancement, increased cross-cultural and global understanding, workplace equity and diversity, and other significant issues to the society and organization (Seo et al., 2019). Moreover, HRD will operate towards being incorporated into the organization’s structure and it will be hard to differentiate between HRD practitioners and other individuals in the workplace (Seo et al., 2019). Finally, learning and development will be supported by every person with the responsibility of supervising.
Seo, J., Noh, K. B., & Ardichvili, A. (2019). Theory building and testing in HRD: Current advancements and future directions. Human Resource Development Review, 18(4), 411– 436. Web.