Advances in Developing Human Resources

Byrd, Marilyn Y.

doi: 10.1177/15234223241255644pmid: N/A

Pinto, Ransford; Douglas, Ty-Ron M. O.; Lane-Bonds, Dena; McMillian, Rhodesia

doi: 10.1177/15234223241254574pmid: N/A

ProblemBlack women continue to face significant underrepresentation in senior leadership roles, particularly within higher education. Despite this disparity, there exists a dearth of research and understanding surrounding the achievements and success narratives of those who have managed to ascend to senior-level leadership positions within the higher education sector.SolutionHigher education institutions and professionals in the HRD field ought to develop and implement identity-based leadership initiatives that address the distinctive challenges Black women (as well as other women of color) face in leadership roles. Concurrently, universities are encouraged to establish structured mentoring programs to facilitate connections between Black women leaders and mentors possessing either congruent or divergent identities, but with a demonstrated cultural competence capable of accommodating the mentee’s requirements. Furthermore, universities must formulate and uphold policies that cultivate and retain Black women’s talent, intellectual contributions, and leadership acumen.StakeholdersBlack women leaders, human resource development researchers, practitioners, scholars, higher education administrators.

Brown, Julie G.

doi: 10.1177/15234223241254775pmid: N/A

ProblemEmployee onboarding is one of the most important phases of an employee’s life cycle. Human resources (HR) is vital in setting employees up for success, particularly during this employment stage. Some organizations lose employees before they have had a chance to learn about and acclimate to the organization. An ineffective onboarding program may contribute to high turnover costs and low employee retention.SolutionThis article discusses emerging trends in the role of artificial intelligence (AI) in human resource development (HRD) and how AI is being used to develop more effective and efficient processes and programs. Recommendations for practitioners will include how AI may create an informative and engaging onboarding program that may increase employee retention.StakeholdersOrganizational development (OD) and learning and development (LD) professionals who want a more effective employee onboarding program that will provide the knowledge employees need while creating an engaging learning experience.

Williams, Sheri S.; Heileman, Jeri M.

doi: 10.1177/15234223241252761pmid: N/A

ProblemIn the rapidly changing future of work, advances in human resources are needed to develop individual leadership expertise and further the collective aims of the organization. This article explores the challenges and opportunities in the transition to leadership for new and early-career leaders across interdisciplinary and interorganizational contexts.SolutionTwo high-impact strategies are proposed to facilitate the leadership transition, namely, strategic onboarding and intentional networking. These methods expand conventional approaches in leadership development. When new leaders are primed with onboarding and networking structures, they are better prepared to partner with internal and external stakeholders in a culture of shared leadership for equitable and thriving organizations and their communities.StakeholdersThe article may be of interest to a diversity of human resource development scholars and practitioners who seek to further their understandings and practices in the training, mentoring, and career development of new leaders for workforce performance and organizational integrity.