Researching human resource development: emergence of a critical approach to HRD enquiry

This paper argues that mainstream research in management and human resource development (HRD) is dominated by a positivist paradigm. In a theoretical discussion and review of literature on management, human resource management, HRD and organization studies, it explores critical perspectives in research, which draw on postmodernism and critical theory. It examines how they have contributed to the emergence of a critical HRD and discusses the features of a critical HRD research.     

Critically challenging some assumptions in HRD

This paper sets out to critically challenge five interrelated assumptions prominent in the (human resource development) HRD literature. These relate to: the exploitation of labour in enhancing shareholder value; the view that employees are co‐contributors to and co‐recipients of HRD benefits; the distinction between HRD and human resource management; the relationship between HRD and unitarism; and the relationship between HRD and organizational and learning cultures. From a critical modernist perspective, it is argued that these can only be adequately addressed by taking a point of departure from the particular state of the capital–labour relation in time, place and space. HRD, of its nature, exists in a continuous state of dialectical tension between capital and labour – and there is much that critical scholarship has yet to do in informing practitioners about how they might manage and cope with such tension.     

Democratizing the workplace through professionalization of human resource development*

This article critically examines democratizing the workplace through the professionalization of HRD. The primary question the article seeks to explore is to what extent can a democratic profession potentially minimize undemocratic workplaces. Drawing from several conceptual and research bodies of literature, including democracy and democratic workplaces, globalization and sociology of professions, this article describes democracy and how professions can enhance its growth.     

Labour Responses to Globalization: The Australian Experience by Bernard McKenna

This contribution deconstructs globalization using a critical discourse method. Taking Australia as its case study, the essay argues that globalization must be seen within the context of hypercapitalism and the unchallenged hegemony of neo-classical economics and neo-liberal politics. The Australian experience, it is argued, shows that trade unions should refuse to be incorporated into this hegemony presented as technocratic alchemy. In fact, deconstruction reveals that globalist claims rest upon highly contestable tautological claims. This essay briefly describes Australian political economy 1983-96 when the Labor government, in an ‘accord’ with the trade union movement, embraced free-market globalism; critically deconstructs the ideological features that underlie the technocratic claims made about the benefits of globalization; and argues for a resurgent unionism and traditional labourism that dialectically challenges the inequitable and destructive features of contemporary hypercapitalism.     

Human resource development roles in the People's Republic of China: investigation from seven provinces

As Human Resource Development (HRD) is still emerging in China, this paper discusses HRD roles, required competencies, and outcomes. Role analysis is crucial to the professionalization and education of HRD. Using ASTD's HRD model as a reference, this study examines HRD roles across China. Results support the ASTD HRD roles model, and offer a useful profile of HRD roles in China.     

Dominant Articulations in Academic Business and Society Discourse on NGO–Business Relations: A Critical Assessment

Relations between non-governmental organizations (NGOs) and companies have been the subject of a sharply increasing amount of publications in recent years within academic business journals. In this article, we critically assess this fast-developing body of literature, which we treat as forming a ‘business and society discourse’ on NGO–business relations. Drawing on discourse theory, we examine 199 academic articles in 11 business and society, international business, and management journals. Focusing on the dominant articulations on the NGO–business relationship and key signifiers they rely on, we analyze the problem-settings of articles in order to reveal the statements that are acceptable and appropriate within this field. Our threefold aim is to (1) identify dominant articulations of NGO–business relations in business and society discourse, (2) expose those articulations that are silenced or suppressed by these dominant articulations, and (3) critically assess possible power effects of these discursive dynamics in the field of discursivity. While business and society discourse on NGO–business relations overall remains open to many different articulations, we also find that those articulations that focus on NGO–business partnerships and governance initiatives tend to privilege collaborative and deliberative ways of engaging and marginalize more adversarial subject positions. We call for more recognition of the potentially constructive role that can be played by conflict.     

Human resource development to facilitate experiential learning: the case of Yahoo Japan

Although work experiences are recognized as important mechanisms for developing leaders in organizations, existing research has focused primarily on work assignments rather than on human resource development (HRD) systems that promote experiential learning of managers. The primary goal of this study was to develop an HRD model for facilitating experiential learning by examining the case of Yahoo Japan, which has transformed its HRD system based on experiential learning theory. The results indicate that Yahoo Japan has promoted experiential learning at the individual level by introducing new HRD systems consisting of four elements: reflection support (one‐on‐one meeting and coaching training), assignment support (HRD meeting and job rotation), assessment support (360‐degree appraisal and one‐on‐one meeting assessment) and visionary support (a vision and values). Although these elements are closely associated with each other, reflection support plays a key role in the HRD system. The proposed model is discussed from theoretical and practical viewpoints.     

The Discursive Construction of Gender in Contemporary Management Literature

This article analyses how the new type of worker is constructed in respect to gender in current management literature. It contributes to the increasing body of work in organisational theory and business ethics which interrogates management texts by analysing textual representations of gender. A discourse analysis of six texts reveals three inter-connected yet distinct ways in which gender is talked about. First, the awareness discourse attempts to be inclusive of gender yet reiterates stereotypes in its portrayal of women. Second, within the individualisation discourse, formerly discriminatory elements of gender lose their importance but a gender dimension reappears within the idea of ‹Brand You’. Third, in the new ideal discourse, women are constructed as ideal workers of the future. The article argues that there is little space within this web of discourses for an awareness of the continued inequalities experienced by women in relation to men to be voiced and that this rhetorical aporia contributes to a ‹post-feminist’ climate.     

The development of Irish HRD professionals in comparison with European professionals: roles,outputs and competencies

A study of Irish HRD professionals shows an excessive focus on the individual with an emphasis on instruction and facilitation. A study of four European countries shows their HRD professionals to be more organisationally focussed. The lack of consideration by the Irish HRD professionals of organisational competencies such as cost benefit analysis and industry understanding will inhibit their move from a transactional to strategic role. A modification to the ASTD model of a role in strategic HRD is suggested in addition to other uses of the Irish results.     

Corporate social responsibility,collaboration and depoliticisation

This article offers an engagement of the ethics of Badiou, one of the most significant representatives of contemporary continental philosophy, with the question of corporate social responsibility. First, this article displays an account of the complex ethical thinking of Badiou. Then, it seeks to show how Badiou's thought offers an important and distinctive critique of corporate social responsibility as ideology. Precisely, the two main features of the ideological discourse of corporate social responsibility are collaboration and depoliticisation. The Badiouan critique provides a performative efficacy against the seductions of corporate social responsibility discourse within the framework of a universalist ethics. Therefore, a Badiouan analysis argues that an ethical life is incompatible with corporate social responsibility.     

Skilling marginalised or skills eco-system,precarious workers and higher education—A case study of Roma in Liverpool,UK

This qualitative case study explores the Human Resource Development (HRD) interventions utilised in respect of local eco-skills with one marginalised group, the Roma, in the City of Liverpool, UK, and responds to HRD research calls into the cause of cycles of inequality. The case study illustrates the challenges experienced by precarious workers in accessing education and training. Further, it shares the interventions taken to address inequalities that a Higher EducationUK University and a local Non-Government Organisation took between 2016 and 2019. Roma is among the UK and Europe's most disadvantaged and marginalised groups. Working in partnership, utilising Community-Based Participatory Research, we developed three HRD interventions: stakeholder groups (adult and young Roma), motivational interviewing and employability/education events. The findings unpack an understudied experience and context: the need for more attention to developing skills at a local level for marginalised precarious workers. We found that aspiration grew through focused community support and a partnership approach, and educational opportunities emerged, albeit at a relatively slow pace. This paper ends with a call for action for more HRD educators to work with those at the margins of society.     

Supporting the Career Development of Older Employees: an HRD Study in a Dutch Company

Many organisations are confronted with an ageing workforce. Older employees are often seen as less flexible and open to HRD activities than their younger colleagues, yet rapid developments taking place within society and organisations require a flexible and responsive workforce. The necessary knowledge and skills demanded here can be taught through HRD activities. In 1995 a quantitative exploratory survey into the conditions considered important for the career development or mobility of older workers was carried out within a Dutch multinational chemical company. From a training and development viewpoint, these conditions are defined as demands made on corporate HRD policy, HRD activities and employees’ willingness to learn, as well as stimulating factors that promote the career development of older workers. Results show that while the company operated an age-awareness personnel policy, this still focused on younger employees so that participants in the career development process were insufficiently stimulated in their roles and traditional formal HRD activities had little effect on older workers’ careers. This article describes the survey, highlighting its major results, and offers recommendations.     

Strategic HRD within companies

This article reports a preliminary survey that was conducted within the framework of the project on strategic human resource development (HRD), in which for various aspects of organisations the effects of strategic HRD are explored. The aim of the survey was to explore some conditions that are important for HRD policymaking in companies, and to investigate the relationship between various specific aspects, and the results of HRD programmes. The study involved 107 large companies in the industrial, financial and public service sectors.     

Corporate social responsibility: issues for human resource development professionals

Recent human resource development (HRD) scholarship has called for greater focus on social responsibility and ecological sustainability. The purpose of this article is to explore the engagement of HRD professionals in corporate social responsibility (CSR), examining one central question: how do HRD professionals perceive their roles and challenges in implementing CSR in organizations that claim CSR to be a key focus of their corporate identity and operation? Understandings of CSR vary and are widely contested, but for the purposes of this discussion, CSR is defined as treating the stakeholders of the firm ethically or in a responsible manner. Drawing from a qualitative study of HRD managers in eight large North American firms declaring explicit commitment to CSR, the evidence shows that their engagement tends to focus on employee learning and promotion, employee ownership of development, and employee safety and respect. Overall, however, HRD appeared to be only marginally involved or interested in the firms' CSR activities. The article concludes with an argument for greater engagement of HRD in CSR and offers suggestions for research and practice towards this end.     

Linking Human Resource Development Practices to Counterproductive Work Behaviour: Does Employee Engagement Matter

ABSTRACT

Although there is strong evidence in the literature to support the relationship between human resource development (HRD) practices and counterproductive work behavior (CWB), little is known about the psychological processes underlying this relationship. The present study examined whether employee engagement mediates the relationship between HRD practices and CWB. Participants were 271 employees enroled in a part-time Master of Business Administration (MBA) program at a large public university in Nigeria. After controlling for demographic characteristics, results showed that HRD practices were negatively related to CWB. The results also indicated that employee engagement plays a role in mediating the relationship between HRD practices and CWB.     

HRD involvement in merger and acquisition decisions and strategy development: four organizational portraits

Although the financial and strategic aspects of mergers and acquisitions are well researched, little work has been done on the human resource development implications of this popular topic. The purpose of this case study research project was to explore the timing and scope of HRD involvement in four organizations recently involved in a merger or acquisition, by using three theoretical models as lenses. The results demonstrated that HRD normally was not involved in the initial decision‐making to merge or acquire, even though post‐deal HRD initiatives, particularly related to change management, were perceived as critical indicators of success.     

Introduction to the Special Issue on the Impact of Network Ethics on Business Practices

Modern public relations practices have been dominated by appeals to impulses, desires, and images that affect publics defined predominantly in demographic terms. This paper argues that abandoning basic rhetorical assumptions about the ability of ordinary people to engage in practical reason has serious ethical implications for the marketplace as well as for society in general. The study applies recent rhetorical scholarship on issues of public discourse and rhetorical culture to public relations practices, considering how rhetoric can contribute to more effective and ethical public discourse in our dominant modes of marketplace communication.     

Erratum to: Determinants of Consumer Attributions of Corporate Social Responsibility

Philanthropic giving among leaders is often assumed to be an expression of ethical leadership in both academic and media discourses; however, this assumption can overlook the ways in which philanthropy produces and is underpinned by inequality. In order to extend current understandings of ethical leadership, this study employs a critical discourse analytic approach to examine how the link between philanthropy and ethical forms of leadership is verbally and visually constructed in the media. Based on the analysis, the article demonstrates how the construction of Australian philanthropists as ethical leaders is achieved through their representation via three paradoxical identities: Aristocratic Battlers; Caring Controllers; and Publicity-Shy Celebrities. These discourses are mediated by Australian cultural norms and serve to conceal yet ultimately reinforce social and economic inequality. The article proposes that a critical discursive approach to understanding leadership ethics can help to explore the hidden or adverse effects of ostensibly ethical practices.     

企业人力资源开发中性别歧视的表现形式——基于内容分析的访谈研究

This study focuses on the issue of gender discrimination manifested in the process of human resources development (HRD). A theoretical model is developed based on prior literature. Scenarios of gender discrimination in enterprises are obtained from in-depth interviews. Results of content analysis indicate that gender discrimination in HRD have four forms of manifestation, namely occupational gender segregation, employment gender discrimination, glass ceiling, and gender salary discrimination. Compared with top and middle-level managers, employees can perceive more employment-related gender discrimination and less glass ceiling. There is no significant difference between female and male in the above four manifestations. Compared with other types of enterprises, gender salary discrimination is more likely to happen in private enterprises, and occupational gender segregation and glass ceiling are more prevalent in foreign funded enterprises. It is also found that gender discrimination often occurs at the stage of job arrangement in the process of HRD. Translated and revised from Guanli Shijie 管理世界 (Management World), 2008, (11): 110–118