Social Presence Theory: Relevance for HRD/VHRD Research and Practice

TLDR

Social Presence Theory defines how a person is perceived as a real individual in computer‑mediated communication, and its level affects virtual interaction quality, yet its impact on human resource development and virtual HRD remains unexplored. The study proposes that designing online environments and practices to boost social presence can strengthen virtual HRD in teams, instructional design, and educational contexts. The authors apply the Community of Inquiry framework, the Social Presence Model, and SPT‑inspired instructional design via Gagne’s nine events, offering recommendations to enhance trust, communication, collaboration, relationships, and learning in virtual HRD settings.

Abstract

The Problem Social presence theory (SPT) is the degree to which a person is perceived to be a “real person” in their computer-mediated communication or virtual environments. The level of social presence influences the quality of virtual interactions and outcomes. SPT has not been examined within human resource development (HRD) or virtual human resource development (VHRD); therefore, it is not known if increased social presence could improve virtual teams/organizations and online instruction. The Solution Designing online environments and practices to increase social presence could enhance VHRD within virtual teams, online instructional design, and educational settings. Application of Community of Inquiry (CoI), Social Presence Model, and SPT-inspired instructional design through Gagne’s nine events are discussed with recommendations to improve HRD/VHRD by fostering trust, communication, collaboration, personal relationships, and learning within virtual resources and teams. The Stakeholders The literature and application of SPT would benefit HRD/VHRD researchers, HR practitioners, educators, and team leaders/managers.