Foundations of human resource development / 1st ed.

List of Figures p. xii
Preface p. xv
Introduction to Human Resource Development p. 1
HRD as a Professional Field of Practice p. 3
Purpose of HRD p. 3
Definition of HRD p. 4
Origins of HRD p. 8
HRD Context p. 9
HRD Core Beliefs p. 9
HRD as a Discipline and a Professional Field of Practice p. 11
Conclusion p. 12
Reflection Questions p. 12
Basics of HRD p. 14
Points of Agreement p. 15
HRD Worldviews p. 18
HRD Process p. 22
Threats to a Systematic Approach p. 23
Ethics and Integrity Standards p. 24
Conclusion p. 26
Reflection Questions p. 26
History of HRD p. 27
The Beginnings: Survival Through Labor and Learning p. 29
100 B.C.-300 A.D.: The Influence of the Greek and Romans p. 30
300-1300 A.D.: The Middle Ages p. 32
1400-1800 A.D.: The Renaissance p. 35
Apprenticeship in Colonial America p. 38
The Industrial Era p. 40
Twentieth-Century Influences p. 44
Evolution of the Organization Development Component of HRD p. 47
Management and Leadership Development in the United States p. 52
Emergence of the HRD Research Community p. 57
Reflection Questions p. 62
Theory and Philosophy in Human Resource Development p. 63
Role of Theory and Philosophy in HRD p. 65
Importance of Theory p. 66
Recognizing the Theory-Building Journey as Scholarship p. 67
Requirements of a Sound Theory p. 69
Philosophy and Theory Underlying HRD p. 69
Philosophical Metaphors for HRD Theory and Practice p. 70
Conclusion p. 84
Reflection Questions p. 85
The Theory of HRD p. 86
The Discipline of Human Resource Development p. 88
Psychology and the Discipline of HRD--Contributions and Limitations p. 100
Economics--Human Capital Theory and Human Resource Development p. 106
System Theory as a Foundation for HRD p. 114
Conclusion p. 124
Reflection Questions p. 124
Perspectives of Human Resource Development p. 125
Paradigms of HRD p. 127
Overview of HRD Paradigms p. 128
Debates About Learning and Performance p. 130
Philosophical Views of Learning and Performance p. 131
Learning Paradigm of HRD p. 134
Performance Paradigm of HRD p. 137
Reconciling the Two Paradigms p. 145
Conclusion p. 147
Reflection Questions p. 147
Perspectives on Learning in HRD p. 149
Metatheories of Learning p. 150
Middle-Range Learning Models at the Individual Level p. 158
Middle-Range Learning Models at the Organizational Level p. 171
Conclusion p. 177
Reflection Questions p. 177
Perspectives on Performance in HRD p. 178
Disciplinary Perspectives on Performance p. 179
Individual-Level Performance Models p. 184
Multilevel Performance Models p. 188
Conclusion p. 200
Reflection Questions p. 200
Developing Human Expertise through Personnel Training and Development p. 201
Overview of Personnel Training and Development p. 203
Views of TandD p. 204
Key TandD Terms p. 208
The General TandD Process p. 210
Instructional Systems Development (ISD) p. 211
Training for Performance System (TPS) p. 211
TandD Roles and Responsibilities p. 222
Comparison of Selected TandD Models p. 224
Conclusion p. 226
Reflection Questions p. 226
The Nature of Human Expertise p. 227
Operational Definitions of Expertise and Competence p. 228
The Rationale for an Operational Definition of Expertise p. 228
The Theoretical Perspectives of Expertise p. 230
The Formulation of an Operational Definition of Human Expertise p. 236
The Implications for HRD p. 239
Conclusion p. 241
Reflection Questions p. 241
Personnel Training and Development Practices: From Individuals to Organizations p. 242
Variations in TandD Practices p. 243
Core TandD Practices p. 244
Individual-Focused TandD Practices p. 246
Group-Focused TandD Practices p. 248
Organization-Focused TandD Practices p. 252
Conclusion p. 254
Reflection Questions p. 255
Unleashing Human Expertise through Organization Development p. 257
Overview of Organization Development p. 259
Views of OD p. 260
Key OD Terms p. 269
The General OD Process p. 272
Action Research (Problem-Solving Method) p. 273
Organization Development for Performance System p. 275
Comparison of Core OD Models p. 280
Conclusion p. 282
Reflection Questions p. 283
The Nature of the Change Process p. 284
Definitions of Change in HRD p. 285
Core Dimensions of Change p. 287
Change Outcomes p. 290
Overarching Perspectives on Change p. 291
Fundamental Steps of Change p. 296
Resistance to Change p. 297
Focused Theoretical Perspectives on Change p. 301
Stages of the Organizational Change Leadership Process p. 314
Conclusion p. 315
Reflection Questions p. 316
Organization Development Practices: From Organizations to Individuals p. 317
Variations in OD Practices p. 318
Core OD Practices p. 320
Organization-Focused OD Practices p. 321
Work Process-Focused OD p. 324
Group-Focused OD p. 328
Individual-Focused OD p. 329
Conclusion p. 332
Reflection Questions p. 332
Human Resource Development in the 21st Century p. 333
Strategies for Advancing HRD p. 335
Schools of Strategic Thinking p. 336
The Strategic Roles of Human Resource Development p. 339
Adopting a Strategic HRD Perspective p. 346
Scenario Building Plus Strategic Planning p. 351
Conclusion p. 356
Reflection Questions p. 357
Accountability in HRD p. 358
The Program Evaluation Approach to Accountability p. 359
The Metrics Approach to Accountability p. 368
Meeting the Accountability Challenge p. 377
Reflection Questions p. 378
Globalization and Technology Challenges to HRD p. 379
Globalization Challenge to HRD p. 380
Technology Challenge to HRD p. 382
Conclusion p. 385
Reflection Questions p. 385
References p. 387
Name Index p. 421
Subject Index p. 426
The Authors p. 437