Influencing People and Technology Using Human Resource Development (HRD) Philosophy

Influencing People and Technology Using Human Resource Development (HRD) Philosophy

Claretha Hughes, Matthew W. Gosney, Cynthia M. Sims
Copyright: © 2018 |Pages: 11
DOI: 10.4018/978-1-5225-2255-3.ch375
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Background

HRD has evolved from sociology, to business, to education and is still looking for a place of its own within academia (McLean, Lynham, Azevedo, Lawrence, & Nafukho, 2008). HRD has a rich history that is not well known or explained in the HRD research literature (Gosney, 2014; Gosney & Hughes 2015). Without an explanation and chronicling of its history, HRD’s search for a clear philosophy is continuous and debatable amongst HRD researchers and professionals.

Key Terms in this Chapter

Epistemology: The branch of philosophy that studies the nature of knowledge, in particular its foundations, scope, and validity.

Exogenous: Originating outside an organism or system.

Mutable: Tending or likely to change.

Globalization: To become international or start operating at the international level, or cause something, especially a business or company, to become international.

Ontology: The most general branch of metaphysics, concerned with the nature of being; the study of existence.

Philosophy: A set of basic principles or concepts underlying a particular sphere of knowledge.

Operationalize: To put something to use or into operation.

Axiology: The study of the nature, types, and governing criteria of values and value judgments.

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