Theories of Human Resource Development
Apart from the already known and established theoretic foundations of human resource development (Swanson, 2001), it is important to mention the framework proposed by Yang (2004), which argued that adult learning theory creates a basis for HRD and related fields. This theory is interesting because it has direct connections to the everyday operations of an HRD professional that works with various types of adults. Therefore, the question of how adults learn is a crucial one to answer when it comes to enhancing their behavioral performance. The theory is also beneficial when applied to the context of relationships between employees in an organization and how quickly they can learn from each other and share experiences.
The second theory to be mentioned was proposed by Dooley (2002), which stated that case study research could make a significant contribution to theory building in applied disciplines associated with HRD. Case study research is beneficial for giving an understanding of complex issues that need to be put in a real-life and detailed context to be studied extensively. Furthermore, case study research can add new information to what has been previously known before, especially with regards to the corporate environment context where HDR professionals operate.
References
Dooley, L. (2002). Case study research and theory building. Advances in Developing Human Resources, 4(3), 335-354
Swanson, R. A. (2001). Human resource development and it underlying theory. Human Resource Development International, 4(3), 299-312.
Yang, B. (2004). Can adult learning theory provide a foundation for Human Resource Development? Advances in Developing Human Resources, 6(2), 129-145.