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

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

Claretha Hughes (University of Arkansas, USA), Matthew W. Gosney (University of Colorado – Health, USA) and Cynthia M. Sims (Clemson University, USA)
Copyright: © 2018 |Pages: 11
DOI: 10.4018/978-1-5225-2255-3.ch375

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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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