This article presents an integrated perspective and framework for global practice toward achieving the Global Agenda developed by international social work organizations. First, it presents “global practice” as a progressive, comprehensive, and future-oriented term that encompasses social work and social, economic, and sustainable development at multiple levels: local, national, regional, international, multinational, and global. Second, it discusses the origin and 21st-century understanding of the Global Agenda for social work. Third, it deliberates on ways of moving forward on the Global Agenda at multiple levels through an integrated perspectives framework consisting of global, ecological, human rights, and social development perspectives to guide practice. Finally, it concludes that global practice and the Global Agenda need to be translated into local-level social work and development practice and local-level agendas, making a case for social work and sustainable social development leadership and practice at grassroots and national levels.
Manohar Pawar and Marie Weil
Michàlle E. Mor Barak and Dnika J. Travis
Human resource management (HRM) refers to the design of formal systems that ensure effective and efficient use of human talent and serves as a vehicle for achieving organizational mission and goals. Effective HRM requires applying the same person-in-environment value orientation that guides client services to managing human resources and is critical in today’s economic, legal, cultural, and technological landscape. We are experiencing unparalleled change, uncertainty, and, in some contexts, upheaval in communities locally, nationally, and across the globe. These challenges create demands on the social service workforce to adeptly and rapidly innovate, provide quality services, and meet client and community needs. Centered on promoting diversity, equity, and inclusion, we have developed an organizing HRM framework in three areas: (a) employee development, (b) employee value proposition and experience, and (c) future directions for inclusive and equitable workplaces.