Submitted by:

Marsia Tahirina
ID No: 24-05-18-015

MPHRM Program
Department of Management Studies
University of Dhaka
 Philosophy and Theory Underlying HRD

Human Resource Development is a very diverse field of inquiry that utilizes organizational
development and personal training to improve performance of organizational members.
HRD is not a new practice. However, as an academic field it is relatively young and continues to
mature.

Theory has an enormous challenge and opportunity in the growing HRD profession.
 What is a theory and what makes a good theory?
A theory helps us understand what we are expecting. A GOOD THEORY guides research, which
guides practice, which in turn creates questions for new research.

 What is the role of theory in HRD?

HRD is an interdisciplinary field and it makes use of many theories.

The central argument is that HRD must continue to mature as a discipline and that the integration of
selected psychological, economic and systems theories serve as the unique theoretical foundation of
HRD.
HRD is a process or system within the larger organizational and environmental system. As such, it
has the potential of harmonizing, supporting and/or shaping the larger systems.

Core HRD Beliefs are:

1. Organizations are human-made entities that rely on human expertise in order to establish
and achieve their goals.

2. Human expertise developed and maximized through HRD processes and should be done
for the mutual long-term and/or short-term benefits of the sponsoring organization and the
individuals involved.

3. HRD professionals are advocates of individual/group, work process, and organizational

integrity.
The underlying root philosophies and theories of HRD are rich and varied.

The philosophical framework for HRD consists of three key components:

1. Ontology: How we see our world
2. Epistemology: How we think about our world
3. Axiology/Ethics: How we should and actually act in research and practice

There is an interactive and dynamic relationship among the key components integral to a sound
philosophical framework for research and practice in HRD.
Relevance of HRD to organizations and individuals is important to HRD. For HRD to stay relevant
and critical, the core foundations of HRD should be discussed, debated, and theories verified for
accuracy through theory development. This is “the purposeful process or recurring cycle by which
coherent description, explanations, and representations of observed or experienced phenomena are
generated, verified, and refined” (Lynham, 2000, p.161).