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The purpose of this study is to focus on the issue of paradigms in human resource development (HRD) and validate the HRD cube as a synthesized model of HRD praxis and to explicate some of the extant paradigms of HRD.

The study was carried out by examining the text of articles published in Academy of Human Resource Development (AHRD)-sponsored journals over a specific period. Sixteen articles published in AHRD-sponsored journals were treated as if they were the representative voice(s) of their author(s). Data units were axially coded and sorted into one of seven pre-determined categories based on the axioms of theory, research and practice. Then, data units were open coded using the constant comparative method, and themes were developed.

Axial coding results identified a dominant emphasis on practice. The accumulation of units representing research and theory were comparatively smaller. Evidence of shared perspectives was found that emphasized the practice axiom. Open coding results identified representative themes within each of the axiom-based categories of theory, research and practice. Six themes developed in the theory category, nine themes developed in the research category and six themes developed in the practice category.

The results support the overall construction of the HRD cube. Given the initial validation and support of the HRD cube and of the components described within the theory, research and practice sides within these 16 articles published in AHRD-sponsored journals, at least 18 prospective paradigms of HRD were identified.

The purpose of this paper is to set the context for the five papers in this issue that propose new perspectives and/or address the current state of specific sub-fields within Human Resource Development (HRD).

The approach consists of an overview of the development of the field from the perspective of research topics, theoretical perspectives and methodological approaches.

HRD as an academic discipline continues to evolve and gain a foothold within the broader fields of Human Resource Management (HRM), Education and Organisation Behaviour.

The five papers presented in this issue identify interesting research questions and challenges for HRD as a field of research and practice.

By examining the literature on the ethical dilemmas of H/RM practitioners, the paper aims to put an “H” in H/RM.

Analysing the significant contribution which H/RM scholars have made in studying the ethical dilemmas of H/RM practitioners, the paper builds a view of an H/RM practitioner as a “conscientious HR manager” loosely connected to an ethical dilemma, a “Rubik's Cube”. Using these linguistic devices to simplify others scholarly work, the paper introduces a complex autopoietic system to provide a more “connected knowing” of ethical dilemmas and the “H” in H/RM.

Generalising from this analysis, the paper connects a social sub‐system (H/RM) with a living human system.

Naturalistic “grounds” for launching a normative critique of H/RM that celebrates humans as social and biological animals are provisionally outlined.

The paper adapts Capra's complex autopoietic system to present a normative critique of H/RM from the Darwinian left.

This paper aims to propose a system to acquire images automatically for digital reconstruction of heritage artifacts using a six-degree of freedom industrial manipulator.

A virtual environment is created using Robot Studio® software to integrate the trajectory and differential motion of the robot manipulator and the motion of camera while acquiring images. A new area similarity matrix method is proposed to reduce the number of images required for digital reconstruction using Autodesk Recap® software. Real-time experiments have been performed using objects such as minion, ultimaker robot and cube. Evaluation of the digital reconstruction is conducted using the contour area matching method.

The number of images required for reconstruction based on area similarity matrix method is reduced to 63 per cent when compared with the random selection method. Quality parameters such as surface area, volume, number of defect holes, vertices and faces are enhanced for the proposed method.

Digital reconstruction of large-sized heritage artifacts cannot be performed in this setup. But this can be overcome by fixing the manipulator on a mobile platform or overhead crane. This paper does not discuss the reconstruction of partially damaged heritage artifacts, which could be accomplished based on deep learning techniques.

Using this approach, off-the-shelf heritage artifacts and large-scale objects can be reconstructed digitally with a minimum number of images and without compromising the quality of original models.

To the best of the authors’ knowledge, area similarity-based approach in 3D digital reconstruction by coupling the kinematics of an industrial manipulator and camera is proposed for the first time. A fully automated digital reconstruction technology to preserve valuable heritage artifacts has been developed. It also highlights the space constraints of the industrial manipulator in digital reconstruction.

The purpose of this paper is to understand what contributes to transfer of soft‐skill, leadership training.

The paper presents a literature review resulted in five broad factors that may influence transfer of leadership training. These were used to guide a qualitative, exploratory study. Interviews were conducted with 18 participants of an extensive, soft skill oriented leadership development program, along with peer observers. Where possible, quantitative analyses are used to test and confirm qualitative findings.

The results showed substantial transfer of training and suggest that actual utilization of newly learned skills is influenced differently than judgments about the value of the training. The greatest inhibitor to transfer appeared to be fear of breaking cultural norms and the most important remedy, the number of other managers who receive the training. In particular, having one's boss take the same training was strongly associated with post‐training utilization. Some kinds of social support, like encouragement and verbal praise, were associated with positive judgments of the training but not with utilization. Instead, observing others use the skills and being able to coach one another was the kind of “support” that effected utilization, which depended on colleagues and bosses also receiving the training.

As an exploratory case study, the study lacks a large sample and the kind of methodology that could prove the validity of the findings.

A number of implications for training managers wanting to ensure their leadership development programs have real impact are discussed. In particular, the study points to a need to plan for rapid diffusion of the training and for cultural change processes in parallel with leadership development courses.

The paper meets a need for empirical investigation of factors associated with transfer of soft skills into the workplace, as called for by researchers like Cheng and Ho. It identifies differences in what impacts judgments of value versus what actually impacts transfer. It also identifies how changing leadership behavior is as much a cultural intervention as a change in skill sets.

This chapter critically analyses the current participation of Indigenous Australian students in higher education and identifies new directions for seeding success and enabling Indigenous students to flourish in higher education contexts.

Statistical reports, government reports and the scholarly literature were analysed to elucidate the nature of participation of Indigenous students in higher education, identify strategies that are succeeding, identify issues that need addressing and explicate potentially potent ways forward.

The findings have important implications for theory, research and practice. The results of this study demonstrate, that while increasing numbers of Indigenous Australian students are accessing higher education, they still are not participating at a rate commensurate with their representation in the Australian population. The findings also suggest new ways to enable Indigenous Australians to not only succeed in higher education, but flourish.

The findings imply that more needs to be done to seed success in increasing the numbers of Indigenous Australian students in higher education to be representative of the population and ensuring participation in higher education enables Indigenous students to succeed and flourish. The findings also imply that there is a dire need for further research to identify key drivers of success.

The study supports the need for increasing the number of Indigenous Australians participating in higher education and enhancing higher education strategies to enable Indigenous students to succeed and flourish.

Enhancing the participation of Indigenous students in higher education internationally can help to contribute to the well-being of individuals, Indigenous communities and nations.

This chapter provides an up to date analysis of the nature of Indigenous Australian participation in higher education and identifies potentially potent new ways forward to seed success that have international implications.

The purpose of this paper is to further develop Global Talent Management (GTM) and the career literature by conceptualizing a model that uses widely discussed contemporary career concepts such as boundaryless career, protean career and kaleidoscope career, with a special focus on gender issues and contextual impact factors. This model contributes to the understanding of how GTM in multinational enterprises (MNEs) can be designed to fit lifelong career courses and to reduce talent scarcity by increasing the deployment of female talent.

The authors develop a theoretical model of a talent’s lifelong development of career orientations, and draw insights from many discreet literature bases. Through a review of the relevant literature, this paper synthesizes a holistic approach to understand why MNEs need a tailor-made GTM with a particular focus on gender and a life phase-specific career orientation with strong local responsiveness.

The Dynamic Career Cube is a hermeneutic model that helps to visualize the individual career course of talented employees and the fit of talent’s career orientations and GTM.

A research agenda that includes a retrospective analysis of biographies, especially considering contextual factors such as culture and role stereotypes, is proposed as a starting point for research in this field.

The design and implementation of current GTM must be questioned to fit the contextual factors and to currently match the needs of talented male and female employees throughout their lifelong career course. Tailor-made GTM measures depending on the career phase are proposed.

The paper provides a novel synthesis of the existing research and literature on GTM, gender and careers. By showing the complexity of individual career decisions that are influenced by internal and contextual factors, the paper emphasizes the importance of flexible, locally responsive and gender-inclusive GTM. The paper is useful for academics who seek insight into a talent’s decision-making process and practitioners who manage talent globally.

Proposes that the improvement of educational management practices at the operational level requires the adoption of an approach based on needs analysis, evaluation, and training. Assumes that educational managers are accountable to the public for their actions and performance and that they seek improvements in the quality of the educational services they provide and stresses the importance of understanding and attempting to measure the results of such services. This in turn requires an analysis of educational programme dynamics and the limitations upon managers in working to achieve increases in service quality. In constructing a training scheme aimed at management improvement, this aspect is referred to as a “needs analysis based on programme dynamics”. Identifies factors involved in the design of a training scheme for educational administrators, namely: needs analysis based on programme dynamics: key competences for administrators: training design: a HRD agenda: and an implementation plan. Discusses only the first of these, given the current constraints of time and space, with the other factors being the subject of a subsequent article.

A qualitative study of a research and development network of major global mining companies is reported in this paper. In this international inter‐organizational network, emergent global human resource development and, particularly, career development challenges for participating individuals and organizations are analyzed. These challenges arise from two important dimensions of present and future network effectiveness, the boundary activities of network centrality, and building and maintaining optimal trust. Implications for future research and practice are identified.