Organisational Intranets provide a testing ground where certain theories of technology and organisations meet with emerging innovative practice. This paper develops a theoretical framework that is used to analyse a case study of the adoption, introduction and use of a company Intranet focusing...

In HRD, the relationship between theory (usually produced by academics) and practice (the domain, normally of practitioners), has been seen in dichotomous terms of theory versus practice, referred to in various ways such as: the research-practice gap; the implementation gap; the...

This paper considers the nature of the dominant corporate paradigm, its change, failures or successes, and it's relationship with the homeostatic organization. There is a popular way of understanding the dynamics of organizational change and that is through the pre-configured sequence of stages...

Most discussions of knowledge, knowledge management and knowledge transfer, especially of HRM knowledge and its transfer, have failed to consider them in a cross-cultural context. After a discussion of this issue, the paper analyses the migration or transfer of what is often claimed to be best...

Systems thinking and organisation development (OD) are increasingly recognised as core foundations of contemporary HRD. However, most current thinking in OD is based on outdated, simplistic systems models incapable of dealing adequately with complexity, and so cannot as constituted contribute to...

International HRD alliances (IHRDAs) are increasingly popular forms of voluntary co-operation between organizations of different sizes, sectors and international locations to satisfy HRD purposes in increasingly complex business environments. However, IHRDAs may fail, often associated with...