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Critically challenging some assumptions in HRD

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Show simple item record O'Donnell, David McGuire, David Cross, Christine 2014-10-17T11:39:11Z 2014-10-17T11:39:11Z 2006
dc.description peer-reviewed en_US
dc.description.abstract 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. en_US
dc.language.iso eng en_US
dc.publisher Wiley en_US
dc.relation.ispartofseries International Journal of Training and Development;10, (1), pp. 4-16
dc.rights This is the author's version of the following article:The definitive version is available at en_US
dc.subject capital-labour relation en_US
dc.subject critical modernism en_US
dc.subject critical theory en_US
dc.subject employment relation en_US
dc.subject HRD en_US
dc.subject human resource development en_US
dc.title Critically challenging some assumptions in HRD en_US
dc.type info:eu-repo/semantics/article en_US
dc.type.supercollection all_ul_research en_US
dc.type.supercollection ul_published_reviewed en_US 2014-10-16T09:25:13Z
dc.rights.accessrights info:eu-repo/semantics/openAccess en_US

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