Critical HRD Research Articles

Theorising critical HRD: a paradox of intricacy and discrepancy

PurposeThis paper aims to advance theoretical understanding of the concept of “critical human resource development”.Design/methodology/approachThis is a conceptual paper.FindingsForegrounding questions of power, emotions and political dynamics within the analysis of organisational learning and development activity, critical approaches in HRD pay particular attention to the importance of context, interests and patterns of inter‐relationships amongst organisation stakeholders. It is notable that much of the work in this area operates on a theoretical plane, and is often light on practical guidance or recognition of the distinctive contexts of HRD practice, compared to other areas of critical learning.Research limitations/implicationsEmpirical investigations that have systematically applied critical approaches to HRD are in short supply, and their potential to enrich HRD practice has rarely been explored. This paper contributes to addressing these gaps.Originality/valueFirstly, it elucidates the concept of critical HRD through illuminating the diversity of theoretical perspectives; secondly, it demonstrate some of the intricacies and discrepancies within current theorising on critical HRD; thirdly, it raises questions for the practical significance of tools and insights informed by critical HRD.

From sentimentalism towards a critical HRD pedagogy

PurposeThe purpose of this paper is to propose an approach for the teaching and delivery of HRD practices, professional skills and theory that challenges the modernist orthodoxy of contemporary organisational life and the requirements of professional bodies.Design/methodology/approachFirst, the territory of a critical HRD pedagogy is defined within practices that respect human freedom and individual dignity as opposed to instrumentalism and target setting. Second, it will advocate an approach for a HRD pedagogy that has its roots within the lost paradigm of sentimentalism that emphasises the belief in the goodness of humanity informing the romantic notions of human imagination, creativity and respect for the individual that is realised through the dialogical process.FindingsThe findings, evinced by vignettes, advocate a critical HRD pedagogy and the development of professional skills that base their values and ethics within emancipatory practices if organisations are to create and support sustainable learning environments rather than those located within the conventional wisdom of modernist orthodoxy.Practical applicationsThis paper calls for a critical HRD pedagogy and learning environments where individuals are engaged in the transformation of their socio‐historical‐political worlds and advocates dialogue is central to classroom practice if it is to realise the potential and creative impulses of individuals.Originality/valueThis paper contributes to the critical HRD discourse in the development of knowledge, skills, values and professional practice by addressing the constraints of classroom practice in its response to the demands and tensions of professional bodies. It explicitly develops a critical HRD pedagogy that has implications for the assessment of HRD programmes and of their resourcing.

Performance Appraisal Practices in Indian Universities: A Study of Awareness Level and Perceived Significance

Performance appraisal is a very critical HRD mechanism to provide specific documentation regarding current and future personnel actions. Performance appraisal in the university system has attained particular significance in the changed educational scenario. In higher education, the mechanism of performance appraisal is not as rigid as it is found in the industrial organisations. Performance of faculty as such cannot be well managed until and unless the organisation adopts a well organised system of performance evaluation. Furthermore, the performance evaluation of an organisation cannot give required and actual benefit or results until the employees are well aware about the existing appraisal system of the organisation. Due to its non-linkage with faculty promotion matters, many a times the faculty is not even aware of the prevalence and the significance of existing performance evaluation mechanism. To explore the views of Indian academia the study has been carried out with a sample size of 500 faculty members from different universities in the country. It has been found that the faculty members working in the central universities, residential universities and general universities have shown the high level of awareness about the existing system as compared to the state university, technical/special character university and affiliating university faculty members. The variations in the views of central and state university respondents have been found statistically significant across gender, designation, designation experience and the organisation category. The newly appointed faculty members working in central universities, special character universities, and residential universities have attributed more significance to existing appraisal system. Significant variations in the perceived significance have emerged on designation experience, organisation experience, and the organisation structure dimensions.

Critical HRD: a concept analysis

Purpose – The purpose of this paper is to provide clarification of critical human resource development (CHRD), an emerging concept that is complex, ambiguous and lacks clarity.Design/methodology/approach – To address this problem, the technique of concept analysis is employed to help clarify the understanding of CHRD. Concept analysis presents theoretical definitions and defining characteristics of CHRD, drawing upon an extensive review of research literature. Benefits and limitations of the technique are also explored.Findings – The concept analysis identifies antecedents, attributes and consequences of critical HRD. These include: personal and organizational factors; challenging contemporary practices, exposing assumptions, and emancipation; and more democratic work production, improved (working/learning) relationships; and improved creativity and productivity.Research implications/limitations – This paper presents an initial concept analysis of the emerging concept of critical HRD. This is not without ...

Gazing into the crystal ball: Critical HRD as a future of research in the field

Click to increase image sizeClick to decrease image size Acknowledgements I would like to thank John Truty and Jenny Sandlin for their insightful feedback as I prepared this reflection. I would also like to thank Bob Hamlin for challenging me to distinguish between constructivism and constructionism. Notes 1. From Germanic legend, Faust traded his soul to the devil in exchange for power and knowledge. To ‘strike a Faustian bargain’ is to be willing to sacrifice anything to satisfy a personal desire for something without considering the ultimate cost (http://www.answers.com/topic/faust#after_ad1, accessed 1 October 2006).