This paper initiates a critical management studies (CMS) evaluation of social capital in an HRD context by drawing on insights from both Foucault and Habermas. Alternative interpretations of three seminal social capital concepts - weak ties, structural holes and social resources - are presented....

Research on values has provided significant insights at individual, organizational and societal levels of analysis. One area that remains under-explored is how the individual values of managers influence decision-making on human resource (HR) issues. This article explores this relationship...

Few empirical studies have examined the effect of personal values on the importance attached by individuals to training and development in organizations. We argue that personal values play an important role in decision-making processes (i.e. commitment to training and development) and that such...

Much remains unknown in the increasingly important field of e-learning in organizations. Drawing on a large-scale survey of employees (N = 557) who had opportunities to participate in voluntary e-learning activities, the factors influencing participation in e-learning are explored in this...

The problem and the solution. This issue overview to the special issue presents a brief justification for adopting a multi-perspectival approach to theory and practice in HRD. It is argued that such an approach has the potential to add both theoretical depth and breadth to HRD discourse as well...

Perspectives suggest different conceptions of HRD. This concluding article of the Special Issue reviews the contributions and proposes four meta-perspectives on HRD: language; community/societal; system; and psychological. It is argued that each perspective suggests a particular conception or...

Continuing Professional Development (CPD) is becoming an increasingly important issue facing the Irish legal profession. It requires individuals, law firms and professional associations to examine the developmental needs of legal practitioners and how these needs can best be satisfied. This...

It is argued here, from a largely practitioner perspective, that a human resource development (HRD) strategy, allied with a global human resource management (HRM) strategy, is the effective way to link training policy and practice to organizational goals. Both manufacturing and service...