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Component Theories for Human Resource Development in China: A Proposition

Component Theories for Human Resource Development in China: A Proposition

Carsten Schmidtke, Peng Chen
Copyright: © 2016 |Volume: 7 |Issue: 4 |Pages: 19
ISSN: 1947-8607|EISSN: 1947-878X|EISBN13: 9781466690936|DOI: 10.4018/IJAVET.2016100103
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MLA

Schmidtke, Carsten, and Peng Chen. "Component Theories for Human Resource Development in China: A Proposition." IJAVET vol.7, no.4 2016: pp.35-53. http://doi.org/10.4018/IJAVET.2016100103

APA

Schmidtke, C. & Chen, P. (2016). Component Theories for Human Resource Development in China: A Proposition. International Journal of Adult Vocational Education and Technology (IJAVET), 7(4), 35-53. http://doi.org/10.4018/IJAVET.2016100103

Chicago

Schmidtke, Carsten, and Peng Chen. "Component Theories for Human Resource Development in China: A Proposition," International Journal of Adult Vocational Education and Technology (IJAVET) 7, no.4: 35-53. http://doi.org/10.4018/IJAVET.2016100103

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Abstract

Chinese scholars have not yet achieved consensus on the specific theories that should be part of a Chinese HRD theory base. A review of the Chinese HRD literature has identified four theory domains frequently mentioned as a possible foundation for the discipline: management, economics, sociology, and psychology/learning. Considering Swanson and Holton's (2009) argument that theory is important for any emergent discipline, the purpose of this paper is to help ignite the discussion on a theoretical foundation by going beyond the level of domains and proposing an initial core of theories for HRD in China. The proposed theories were chosen because of their fit with the four theory domains, with Deng Xiaoping's guidelines for the development of the Chinese economy and its human resources, and with the Chinese cultural context.

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