Critically Challenging Some Assumptions in Hrd
15 Pages Posted: 2 Nov 2005
Date Written: March 2005
This paper sets out to critically challenge five inter-related assumptions prominent in the 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 HRM; the relationship between HRD and unitarism; and, the relationship between HRD and organisational 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.
Keywords: capital-labour relation, critical modernism, critical theory, employment relation, HRD, human resource development
JEL Classification: D63, I20, J20, J24, J50, M12, M53
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