- Plenary Session (Open for All): Keynote Speakers and panel discussion sessions based on the conference theme.
- Full Paper Presentation - Each session will have four authors presenting papers and a discussant to facilitate the knowledge.
- Discussion Forum - Each forum will have eight researchers presenting working papers and facilitated by an eminent scholar. This would be a colloquium for the sharing and exchange of research ideas.
6th & 7th NOVEMBER (MONDAY & TUESDAY) PRE - CONFERENCE
Visit to Adani Mundra Port :
- November 6th (Departure from Venue at 6 am)
- November 7th (Departure from Mundra at 5 am)
- Yoga Session : 6.00 am to 7.00am and 6.00 pm to 7.00pm (Open for all conference days)
Pre-Conference & Workshops :
8th NOVEMBER (WEDNESDAY)
- 09.00 - 10.00 Inaugural and Key Note
- 10.00 - 10.15 Tea
- 10.15 - 12.15 Concurrent Session: Full Paper presentations on main theme "Sustainable Development of Human Capital"
- 12.15 - 01.15 Lunch
- 01.15 - 03.15 Concurrent Session: Discussion Forum Working papers on "Sustainable Development of Human Capital"
- 03.15 - 03.30 Tea
03.30 - 05.00 Relevant but rigorous: developing scholarly-practice outcomes in HRD - Workshop by Rick Holden
i. Relevant but rigorous: developing scholarly-practice outcomes in HRD -
There remains a gap between HRD research and HRD practice. Given the levels of organisational change, globally, this is surprising. HRD scholars seek rigour in their work, for publication in high ranking academic journals, destined to influence no-one outside of a narrowly bounded community. HRD practitioners doubt that the world of academia can speak to their ‘practice agenda’. The HRD profession as a whole remains hampered by the lack of connection between practice and research. It risks losing professional status and influence.
The workshop will discuss how HRD scholarly-practice can help bridge this gap and in doing so develop and strengthen the HRD profession.
The meaning and importance of HRD scholarly-practice
Research – practice collaboration: challenges, opportunities
How can stories from practice be translated into contributions of reflective practice?
How can we generate momentum in HRD scholarly-practice of value to HRD professionals wherever they work?
Participation in the session is encouraged. Please think about these themes and questions in relation to your practice and your view of the HRD profession. Outcomes from the workshop will be considered for publication in the International Journal of HRD Practice, Policy & Research.
- The meaning and importance of HRD scholarly-practice
05.00 - 06.00 Plenary Session (Open for all): Panel discussion by International panel of experts from Industry and Academia on:
i. Transglobal Perspectives of Sustainable Development of Human Capital -
With shrinking global boundaries and technological euphoria, where adjectives like borderless, boundary less, and wireless often dominate the 21st century lexicon, we as HRD scholars and practitioners would be remiss if we don’t pay heed to sustainable development of human capital which transcends technological, organizational, and national borders. What implications do these blurring borders have for national and global HRD? Do they give rise to new synergies and conflicts between national and global agendas for sustainable human capital development?
When external factors including climate change, rise in terrorism, undesired technological invasion, and unemployment rate are posing challenges to sustainability in 21st century, the silver lining comes in the form of knowledge obtained through continuous education and ongoing development, stressing the pivotal role of HRD in affirming sustainable development of its human resources. Let’s take a deep plunge into the challenges and opportunities and the evolving role of HRD as we reflect on the Transglobal Perspectives of Sustainable Development of Human Capital in this new era.
- 06.00 – 06.30 Joint SIG meeting for India, China & Korea HRD SIGs
9th NOVEMBER (THURSDAY)
- 09.00 - 11.00 Concurrent Session: Full Paper presentations on Track I & II
- 11.00 - 11.15 Tea
11.15 - 12.15 Plenary Session (Open for all): Panel Discussion by International panel of experts from Industry and Academia on:
i. Industry-Academy Interface: Bridge between HRD Theory, Research and Practice -
The dimension of Industry-Academy Interface in contemporary context is building synergy between two school of thinking where Industry thrives on solution centric practice whereas Academy is committed to its research centric blue blood work. For human capital management function to get enriched and sustainably grow in short and long term perspective, it is imperative to leverage the important and critical inter linkage and symbiotic relationship between industry and Academia with dedicated focus on utilising more research based practices in Industries. In absence of that both Industry and Academia will have a linear approach to People excellence and effectiveness processes which will reach its obsolescence age quite early. People management practioners should engage with Academia to validate their practices with research while Academic scholars of HRD should do the litmus test of their management theory on the stringent performance parameters of lndustry. Sustainability of HRD lies in sincere interface of industry and Academia.
- 12.15 - 01.15 Lunch
- 01.15 - 03.15 Concurrent Session: Full Paper presentations on Track I & II
- 03.15 - 03.30 Tea
- 03.30 - 05.00 Concurrent Session: Discussion Forum Working Papers on Track I & II
- 05.00 – 06.00 Panel Discussion: Journal Editors panel on Academic publishing –by HRDQ, HRDR, and HRDI
- 06.00 onwards Cultural evening and conference gala dinner
10th NOVEMBER (FRIDAY)
09.00 - 11.00 Plenary Session (Open for all): Panel discussion (International panel of experts from Industry and Academia) on:
i. How are the Youth Icon HR Leaders addressing the Multi-generational Workforce?
The work place diversity and shifting demographics in the corporate world is not a new phenomenon, yet it has been the cynosure of every board room talk. The coexistence of baby boomers, gen X, Y, and now Z or i-gen, together weaves a complex work environment. This presents our HR leaders with a unique opportunity to debunk the ubiquitous myth that generation gaps are not conducive to organizations productivity. Are we ready as the HR leaders to play a strategic role by offering cutting edge practices around selecting, developing, and retaining our immense multi-generational talent pool? Are we prepared to offer and to engage all generations with creative, flexible and innovative ideas? Let us revisit the challenges and opportunities of a multi-generational workforce from a global perspective and hear firsthand how the Youth Icon HR Leaders (young talent in HR/HRD leadership) are addressing these challenges.
- 11.00 - 11.15 Tea
- 11.15 - 01.15 Concurrent Session: Full Paper presentations on Track III & IV
- 01.15 - 01.45 Lunch
- 01.45 - 03.00 Concurrent Session: Discussion Forum Working Papers on Track III & IV
- 03.00 - 03.15 Tea
- 03.15 - 04.30 Closing Ceremony
For more details please email us at - firstname.lastname@example.org