HRD, LEADERSHIP AND ENTERPRISE RESEARCH GROUP THEORISING IN HRD AN INVITED SEMINAR Professor Jim Stewart

BACKGROUND AND CONTEXT Established Debate Lille Symposium Follow Up

BACKGROUND AND CONTEXT Growing Profession in US Academic Disagreements C/F Management, Organisation Studies and Industrial Psychology

Lille Symposium Theory development in HRD: Can there be a domain-specific knowledge base? US, European and UK Contributors US Moderators

QUESTIONS Is it sensible or desirable to envision an HRD domain of theory and research distinct from its contributing fields (including psychology, sociology, communication, anthropology, economics, and other related foundational social science disciplines)? In what ways, if any, can HRD be distinguished from related fields, such as organizational psychology and human resource management? What are the prospects for developing HRD-specific theories and lines of research? Are there existing theoretical constructs and directions that should be claimed and/or developed to provide an academically and intellectually defensible and fruitful direction for HRD theorizing?

OUTCOMES Theory development-is it important and useful? Differentiation Tunnel Vision/Rigidity Developmental Model International Cooperative Effort

OUTCOMES A unified theory or multiple domain specific theories of HRD? NO TO UNITY

OUTCOMES Academic Background  Foundation Disciplines  Ontological and Epistemological Positions  Academic and Practice Routes

OUTCOMES Current Theory and Practice  Multiple Foci  Multiple Domains  Multiple Foundations  Multiple Modes of Theory Development

SUMMARY Purpose o Build and Reflect On Lille o Explore Possibilities and Limits o Agree UK and European Responses and Actions