Abstract
In recent years organisations have been compelled to adopt an expanding range of workplace education and training activities in order to remain competitive and survive. Developing people to gain, maintain and obtain new employment, sometimes called employability, has become accepted practice and part of the human resource practitioners’ narrative. However, the language we use to describe these learning events has changed from one decade to the next—largely in response to adjustments in vocational education policy, developments in society and evolutions in the nature of work. Workforce development is the latest label in a long line of professional titles given to workplace education and training activities and in this chapter we attempt to discover whether the current vocabulary reflects a surge in innovation or is simply a case of putting old wine into new bottles. In this final chapter we identify a selection of important findings from each section and synthesise them into a concept model of ten topics arranged in three broad themes of environment, place and people. We conclude as a consequence of these emerging issues that the strategies and workforce development practices deployed by organisations in the future will become much less predictable than previous generations, more diverse and challenging for upcoming HRD professionals.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
References
Anderson, V. (2007). The value of learning: From return on investment to return on expectation. Research into practice. London: Chartered Institute of Personnel and Development.
Ardichvili, A. (2012). Sustainability or limitless expansion: Paradigm shift in HRD practice and teaching. European Journal of Training and Development, 36(9), 873–887.
Ashkanasy, N. M., & Falkus, S. (1997). The Australian enigma. In R. M. House (Ed.), Cultures, leadership and organizations: GLOBE—country anthologies, Thousand Oaks: Sage.
Ball, S. J. (2003). The teacher’s soul and the terrors of performativity. Journal of Education Policy, 18(2), 215–228.
Bates, S. (2002), Facing the future. HR Magazine, 47(7), 26–32.
Beattie, R. S. (2006). Line managers and workplace learning: Learning from the voluntary sector. Human Resource Development International, 9(1), 99–119.
Becker, K. (2010). Facilitating unlearning during implementation of new technology. Journal of Organisational Change, 23(3), 251–268.
Beechler, S., & Woodward, I. C. (2009). The global war for talent. Journal of International Management, 15(3), 273–285.
Bova, B., & Kroth, M. (2001). Workplace learning and generation X. Journal of Workplace Learning, 13(2), 57–65.
Bullock, A., Stallybrass, O., & Trombley, S. (1977). The Fontana dictionary of modern thought. London: Fontana paperbacks.
Castells, M. (2000). The rise of the network society: The information age: Economy, society and culture. Hoboken: Wiley.
Christaller, W. (1933). The central places in southern Germany. Jena: Gustav Fischer.
Chartered Institute of Personnel and Development (CIPD). (2011). Training trends are still a mixed picture. Infographics feature in People Management, Chartered Institute of Personnel and Development, May, 40–41.
Day, A. (2007). Living in uncertain times: Organisation dynamics in response to uncertainty. 360° The Ashridge Journal, Autumn, 29–34.
Dickenson, M., Pedler, M., & Burgoyne. J. (2011). Virtual action learning—a new frontier. In S. Voller, E. Blass, & V. Culpin (Eds.). The future of learning. Basingstoke: McMillan.
Dychtwald, K., Erickson, T. J., & Morison, R. (2006). Workforce crisis: How to beat the coming shortage of skills and talent. Boston: Harvard Business School Press.
Field, L. (2004). Rethinking ‘organisational’ learning. In G. Foley (Ed.), Dimensions of adult learning: adult education and training in a global era. (pp. 201–218). Crows Nest: Allen & Unwin.
Glass, A. (2007). Understanding generational differences for competitive success. Industrial and Commercial Training, 39(2), 98–103.
Gruenewald, D. A. (2003). The best of both worlds: A critical pedagogy of place. Educational Researcher, 32(4), 3–12.
Horwitz, F. (1999). The emergence of strategic training and development: The current state of play. Journal of European Industrial Training, 23(4/5), 180–190.
Illeris, K. (2002). The three dimensions of learning. Frederiksberg: Roskilde University Press.
Jimenez, L. (2009). Management implications of the multi-generational worforce. Profiles in Diversity Journalism, June, 50.
Johnson, J. (2013). Australia’s CEO turnover rate surges. Leaders in Leadership. http://www.johnsonexecutive.com/_blog/blog/post/Australias_CEO_turnover_rate_surge. Accessed 23 May 2013.
Jesson, J. (2010). University teaching: Unpicking some issues. In J. Jesson, V. M. Carpenter, M. Mclean, M. Stephenson & Airini (Eds.), University teaching reconsidered: Justice, practice, inquiry. Wellington: Dunmore Publishing.
Kapoor, C., & Solomon, N. (2011). Understanding and managing generational differences in the workplace. Worldwide Hospitality and Tourism Themes, 3(4), 308–318.
Karpin, D. (1995). Enterprising nation: Reviewing Australia’s managers to meet the challenges of the Asia-Pacific century. Report of the Industry Task Force on Leadership and Management Skills. Canberra: Australian Government Publishing Service.
Kosnik, T., Wong-MingJi, D. J., & Hoover, K. (2006). Outsourcing vs insourcing in the human resource supply chain: A comparison of five generic models. Personnel Review, 35(6), 671–683.
Legas, M., & Sims, C. (2011). Leveraging generational diversity in today’s workplace. Online Journal for Workforce Education and Development, 5(3), 1–8.
Lave, J., & Wenger, E. (1990). Situated learning: Legitimate peripheral participation. Cambridge: Cambridge University Press.
Lesonsky, R. (2011). How to manage employees from every generation. Business Insider. http://www.businessinsider.com/managing-different-generations-in-the-workplace-2-11-2. Accessed 25 March 2011.
Lombardo, M., & Eichinger, R. W. (2000). The career architect development planner. Minneapolis: Lominger.
Manderscheid, S. V., & Freeman, P. D. (2012). Managing polarity, paradox, and dilemma during leader transition. European Journal of Training and Development, 36(9), 856–872.
MacLeod, A. (2008). Generation Y: Unlocking the talent of young managers. London: Chartered Management Institute, June, 1–11.
Meng, Y. K., Ashkanasy, N. M., & Hartley, C. J. (2003). The effects of Australian tall poppy attitudes on American value based leadership theory. International Journal of Value-based Management, 16, 53–65.
Osmer, R. R. (2008). Practical theology: An introduction. Grand Rapids: Eerdmans.
Reimer, E. (1972). School is dead. Ringwood: Penguin Books.
Ritzer, G., & Trice, H. M. (1969). An occupation in conflict. New York: Cornel University.
Roberts, V. (2001). Managing strategic outsourcing in the healthcare industry. Journal of Healthcare Management, 46(4), 239–249.
Sambrook, S. (2003). A ‘critical’ time for HRD? Paper presented to the 3rd International Conference on Critical Management Studies, Lancaster, 7–9 July.
Sardo, S., & Begley, P. (2008). What’s age got to do with it? Australian Human Resources Institute.
Senge, P. (1990). The fifth discipline—the art and practice of the learning organisation. New York: Doubleday
Short, T. W. (2008). Strategic alignment and learning in human resource development: A hermeneutic exploration. Unpublished thesis, Adelaide: University of South Australia.
Short, T. W., & Harris, R. (2010). Challenges in aligning workplace learning and business goals: A perpective from HRD professionals in New Zealand. Australian Journal of Adult Learning, 50(2), 358–386.
Sloman, M. (2004). Evaluation and evolution. People Management, 9(14), 50.
Somerville, M. (2008). Where is ‘place’ in VET? Paper presented at the AVETRA 11th Annual Conference, Adelaide, 1–3 April.
Stein, J. (2013). The greatest generation: Why millenials will save us all. Time Magazine, 181(19), 26–31.
Stewart, J. (2005). The current state and status of HRD research. The Learning Organisation, 12(1), 90–95.
Streeter, B. (2007). Welcome to the new workplace. ABA Banking Journal, 99(2), 78, 10, 12, 1415.
Tulgan, B. (1995). Managing generation X: How to bring out the best in your talent. Santa Monica: Merritt Publishing Company.
Wilson, P., Woodman, P., & Essex, R. (2007). The value of management qualifications. London: Chartered Management Institute, September, 1–24.
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2014 Springer Science+Business Media Singapore
About this chapter
Cite this chapter
Short, T., Harris, R. (2014). The Future of Workforce Development—Old Wine in New Bottles?. In: Harris, R., Short, T. (eds) Workforce Development. Springer, Singapore. https://doi.org/10.1007/978-981-4560-58-0_20
Download citation
DOI: https://doi.org/10.1007/978-981-4560-58-0_20
Published:
Publisher Name: Springer, Singapore
Print ISBN: 978-981-4560-57-3
Online ISBN: 978-981-4560-58-0
eBook Packages: Business and EconomicsBusiness and Management (R0)