Questions and Answers of Foundations Of Human Resource Development

Do performance models enhance or diminish the value of learning in organizations?
What are the implications of multilevel, multiattribute performance models for HRD practice?
Which performance model do you think best represents performance constructs of concern to HRD? Explain why.
How would an employee, an employee’s manager, and a corporate CEO each view the preceding issue?
How can HRD operate from a learning paradigm and play a core strategic role in organizations?
How can HRD operate from a performance paradigm and ensure that human development is honored and supported?
Do you see the learning and performance paradigms as competing paradigms, or do you see them as mutually reinforcing?
Which paradigm do you feel most comfortable with and would adopt as your own personal belief system?
How do you see the three component theories working together for HRD?
What aspect of systems theory interests you the most? Why?
What aspect of economic theory interests you the most? Why?
What aspect of psychological theory interests you the most? Why?
What do you think the main contribution of systems theory is to HRD?Why?
What do you think the main contribution of economic theory is to HRD? Why?
What do you think the main contribution of psychological theory is to HRD? Why?
From the section on the discipline of HRD, what do you see as the connection between the definition of HRD (Figure 5.2) and the model of HRD (Figure 5.3)?
What is the argument for multiple contributing theories being used and fused for creating a unique theory of HRD?
What general idea about theory from this chapter did you find most interesting and why?
Explain how models and theories differ and discuss if it is possible to have one without the other.
Which of the five philosophical metaphors for HRD theory makes the most sense to a high-tech business organization? Explain why
Which of the five philosophical metaphors for HRD theory presented by Dr. Karen Watkins makes the most sense to you? Explain why?
Of the HRD theory references cited on pages 77–90, which one interests you the most? Why?
What is theory? Give a definition and an explanation.
Why would someone argue that good theory is practical?
Identify two recurring themes in the history of HRD. Name and describe them.
What unique role does the Academy of Human Resource Development play in the HRD profession and what are some of its accomplishments?
Why is the World War II Training within Industry (TWI) project seen as so important to HRD?
Identify three HRD-related historical times or events of interest to you, explain why they are of interest, and what else you would like to know.
Identify at least three discrete times in history, report on how human beings were viewed during that time, and note the HRD implications.
How does your general worldview fit with the HRD worldview (Figure 2.2)?
What, if any, is the logical connection between the three graphic models in this chapter?
What about systems thinking in this chapter attracts you? What repels you?
Is there a relationship between the improvement goal, problem-solving orientation, and systems thinking “agreements” within the HRD profession? Explain.
Based on the ideas presented in this chapter, what is it about HRD that interests you the most?
Of the three HRD core beliefs presented in this chapter, which one is closest to your beliefs and why?
Identify a definition of HRD presented in this chapter (see Figure 1.2)that makes the least sense to you and explain why.
Identify a definition of HRD presented in this chapter (see Figure 1.2)that makes the most sense to you and explain why.

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