Making an HRD Domain

TitleMaking an HRD Domain
Publication TypeJournal Article
Year of Publication2019
AuthorsEvans P
JournalHuman Resource Development International
Volume22
Issue2
Pagination116 - 139
Date Published2019/1/11
Type of ArticleArticle
ISBN Number1367-8868
Keywordspersonal learning, practice, professional identity, Professionalism, social media
Abstract

Defining Human Resource Development (HRD) as either a scholarly domain or field of practice is widely recognised as problematic. This article investigates how practitioners engage in processes of identity work to collectively construct definitions of the domain of HRD in two Twitter chat events. HRD is presented in these events as a highly individualised practice taking place within professional networks and is characterized as an ‘enterprising self-hood’. The enterprising-self strives to demonstrate professional competence within networks that provide affiliation and relational support in the experiences of becoming and being a professional. HRD is seen to be shaped by the demands of the knowledge economy and by emerging digital technologies. This determinist stance positions technology as a challenge for the practices of HRD and as a means for HRD to develop better, more effective practices. The participants in the chat events position themselves in contrast to an ‘other’ HRD that is slow, old fashioned and failing to effectively engage with new technologies. These Twitter chat events are presented as enactments of the future practices of HRD demonstrating ‘how a professional can practise’ against descriptions of how HRD professionals currently do practice.

DOI10.1080/13678868.2018.1564514
Short TitleHuman Resource Development International
Abstract

Defining Human Resource Development (HRD) as either a scholarly domain or field of practice is widely recognised as problematic. This article investigates how practitioners engage in processes of identity work to collectively construct definitions of the domain of HRD in two Twitter chat events. HRD is presented in these events as a highly individualised practice taking place within professional networks and is characterized as an ‘enterprising self-hood’. The enterprising-self strives to demonstrate professional competence within networks that provide affiliation and relational support in the experiences of becoming and being a professional. HRD is seen to be shaped by the demands of the knowledge economy and by emerging digital technologies. This determinist stance positions technology as a challenge for the practices of HRD and as a means for HRD to develop better, more effective practices. The participants in the chat events position themselves in contrast to an ‘other’ HRD that is slow, old fashioned and failing to effectively engage with new technologies. These Twitter chat events are presented as enactments of the future practices of HRD demonstrating ‘how a professional can practise’ against descriptions of how HRD professionals currently do practice.