The Position of Human Resource Developers in the New Learning Landscape: A Discussion Paper. Working Paper.

Despite increased attention to learning within the workplace and investigation into the distribution and nature of learning-related activities, how these trends have impacted the role of human resource (HR) professionals has been less extensively examined. Studies examining their role indicate that HR development (HRD) positions name traditional responsibilities associated with an orthodox training role--instruction, program design, and administration. Some HRD professionals are expected to provide advisory and diagnostic services, perform expanded training oriented roles, handle organizational change or development, analyze needs, conduct skill audits, and advise on individual career development. Later studies have reflected expanded roles. Personal attributes essential for senior positions are flexibility, tenacity, and capacity to accept challenges and question the traditional way things have been done. Arguably, the role of HRD professionals now requires an acute awareness of the business of their enterprise, a strategic focus, and flexibility in modes of delivery along with skills associated traditionally with training and development. Areas of uncertainty concerning the nature of this area as a career field are whether the role is more strategic; whether the role is enhanced or degraded; how outsourcing affects HRD as a career field; the challenge of knowledge management; and organizational positioning. (Contains 20 references.) (YLB)