The Problem.

The Covid-19 pandemic brought unprecedented crisis to a world already undergoing digital transformation. Millions of people began working virtually to prevent the spread of disease and to maintain business continuity, suddenly participating in virtual human resource development (VHRD) and alternative work strategies that helped organizations adapt to current challenges and prepare for future disruption. The purpose of this article is to analyze VHRD’s role in the crisis and the transition to a new era marked by further disruption and change.

The Recommendation.

This article provides a primer for understanding the environmental perspective of VHRD, analyzes reskilling and upskilling trends during the pandemic and for early stages of the fourth industrial revolution, and addresses learning, adaptation, cultural, workplace, and economic implications. We argue that many of the changes to the workplace were already underway, but the pandemic has accelerated transformation. For this reason, organizations must anticipate more digital transformation, strategize VHRD, and leverage learning assets to prepare for the future.

The Stakeholders.

This article is of interest to those helping their organizations to not only recover from crisis, but to thrive in a new era of work that is being fundamentally transformed by technology. The audience includes organizational leaders, HRD professionals, workers, scholars, as well as school personnel seeking to prepare learners for future career conditions.

中文翻译：

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虚拟HRD在危机和Covid-19后专业生活世界中的作用：加速数字化转型的技能

问题。

Covid-19大流行给已经在进行数字化转型的世界带来了前所未有的危机。数以百万计的人开始虚拟地工作以预防疾病的传播并保持业务的连续性，突然参与了虚拟人力资源开发（VHRD）和替代工作策略，这些策略帮助组织适应了当前的挑战并为未来的破坏做准备。本文的目的是分析VHRD在危机中的作用以及以进一步的颠覆与变化为标志的向新时代的过渡。

建议。

本文为理解VHRD的环境观点提供了入门知识，分析了大流行期间和第四次工业革命初期的再技能和技能提升趋势，并论述了学习，适应，文化，工作场所和经济影响。我们认为，工作场所的许多变革已经在进行中，但是这种大流行已经加速了转变。因此，组织必须预期更多的数字化转型，制定VHRD战略并利用学习资产为未来做准备。

利益相关者。

那些帮助他们的组织不仅能够从危机中恢复过来的人，还可以帮助他们在新的工作时代蓬勃发展，这些新工作时代已经被技术从根本上改变了。观众包括组织领导人，人力资源开发专业人员，工人，学者以及为学习者准备未来职业条件的学校人员。