The International Journal of HRD Practice, Policy & Research is a peer-reviewed journal that brings together international practitioner and academic expertise to support the understanding and practice of human resource development (HRD) and its impact and influence. Its aim is to create and develop synergies between practice and theory to offer critically reflective practitioners and academics evidence based ideas and insights on the contemporary issues and challenges facing HRD internationally. The journal is sponsored though a partnership between the International Federation of Training and Development Organizations (IFTDO) and the University Forum for HRD (UFHRD).
The editors welcome contributions on a wide range of HRD themes and issues. This includes: the HRD knowledge base (learning, skills, competences); HRD interventions: HRD analytics; HRD and ethics; the professionalization of HRD; vocational educational training policy and practice; issues related to workforce development, generational differences, international and national policy initiatives.
There are four ways of contributing:
- Articles of between 4,000 to 7,000 (max) words related to applied research. These articles will report either results of empirical research and / or develop theoretical perspectives. Such articles will contribute to knowledge and understanding about HRD and closely related subject areas.
- Articles of between 4,000 to 7,000 (max) words related to evidence-based practice. These articles will focus on accounts of practice – interventions, programmes and events – but which can be constructed to make a contribution of interest to a broader HRD practice community. Case study type article are welcome. All such articles should consider impact in terms of factors such as the transfer of learning and implications for the development of HRD practice.
- Articles of between 4,000 and 7,000 (max) words related to evidence based policy and/ or implications for policy both within organizations and at national and international levels . These articles could address, for example, skills policies, strategic workforce development, the labour market, education – work transition, demographic changes and challenges. As with Type 2 submissions, case studies are welcome but also cross cultural comparisons and reviews which move beyond one organisation or country. Articles should be constructed to move beyond description so as to include review, assessment and considered questioning of the policy(ies) under consideration.
Article types 1,2 and 3 will be subject to anonymous peer review by two reviewers.
- HRD Forum. This section of the journal provides space for contributions which adopt an alternative format to the conventional article. It might be an interview, a speculative ‘think piece’, a commentary, viewpoint or review. Their purpose is to simulate discussion and debate on current HRD practice, policy and research and consider the future directions of HRD practice, policy and research. Contributions here are not subject to peer review although the Editor / Associate Editors may seek comments and suggestions from members of the Editorial Advisory Board and which would be discussed with the author as part of the editorial process. Think pieces and viewpoints should be between 1,000 and 2,000 words (max). Book reviews should be no more than 500 words (max), and review articles no more that 2,000 words (max).
Authors are welcome to discuss their ideas with either the Editor in Chief or any of the Associate Editors.