Engage in practice, observe practice, go to where practice is occurring...get your hand dirty!
(Be Proactive in Calling, Visiting, Listening, and Sharing with Practitioners)
Prof. Jacobs Nov. 15, 2011.
Seminar for Faculty and Graduate Student of HRD,
University of Illinois at Urbana-Champaign
Use practice to driver your search agenda. Find partners who share/understand your perspective. Take care of your partners: involve, co-author, celebrate Seek long-term relationship Achieve results that could not be achieved alone. Believe in the fundamental truth - good research, good practice. Practitioners should know somehting about reserach ".. develop my own clients" Faculty should lead student in this pursuit (Students are future clients)
Learn to pull a rabbit out of a hat !! (Magic? no, it's involvement)
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Source of Research Problem.
1. Reviews of Literature (HRDQ/HRDI/AHRD, etc.)
2. Advisor
3. Research Agenda.
4. Personal Experience.
Ask this question.
"Who do you want to read your dissertation"?
Think the reader first!!!!
1. HR manager who want to hire and train Scientists and Engineers
2. Business leaders.
2. Engineering educator
3. Business Educator / HR manager who want to hire and train Scientists and Engineers.
HRD as an applied field of study "Science of Design"
Partnership Research
"The process of improving HRD practice through research"
Partnership research assumes that the ultimate goal of research in applied fields is to impact practice - seriously, not as an afterthought.
Partnership research is not the same as action research (Implication absolutely nothing... in common)
(Action research is not assume the "rigorous research
Keep the rigor for doing "research" this is the key difference between partnership research and action research.
"Engaging Practice and Improve Practice"
Partnership resarch rlies upon traditional perspectives of scholarship. There is no substitue for doing quality research when organizations require practical information.
HRD researchers need to align their research agenda and inquiry with HRD practitioners' goals and let him join the HRD research. Then, HRD researcher and practitioners should aim to improving HRD practice (outcome) (not theory) while practitioners search for outputs of recognition and career advancement; researcher search for output of scholarly advancement !.
Process of Partnership Research.
Practice is the driver of shaping a certain "Research agenda"
Self-efficacy ? HRD practitioners had no time to think about this construct! But, it is very useful to consider this scholarly concept as "What should HRD practitioners need to improve"
For example.
HMC - purpose: implement performance consulting department - Formal and informal learning promotion.
Implications:
Researcher:
Engage in practice, observe practice, go to where practice is occuring...get your hand dirty!
Tonghap (Integral) Leadership Center is an institution of leadership development that strives to embody 1) breathful, 2) mindful, and 3) bodiful leadership in service to individuals, organizations, communities, nations, the earth, and the universe.
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