ABSTRACT
Critical modes of enquiry and practice in HRD have been taken up relatively recently in the field. It wasn’t until 2002-2003 that prominent conferences began to feature sessions exploring critical viewpoints. However, interest seems to have mobilized quickly in the years immediately following, and by 2007 CHRD scholarship had burgeoned to the point where Callahan (2007) claimed that it represented “a” future of HRD research. Critical human resource development is by now, argue McGuire and Garavan (2011:5), “playing an important role in changing how HRD sees itself and identifying whom it serves . . . bringing clarity to the field and helping it secure a sustainable future”. Critical HRD also, as evidenced in the collection edited by Stewart et al. (2006), is a diffuse association of critical perspectives, pedagogies, and declarations of what critical HRD means.
