'Rationalist School' exemplified by Foucault , argues that knowledge is only valid when applied. Thus, as an example, the management skill of knowing how to calculate a P/E ratio is only valid if use is made of the knowledge in some way. The dichotomy between the two approaches is evident in the current debate surrounding assessment of training and development, particularly the assessment of NVQs at higher levels. The proposition that competence should be measured as the application of knowledge and skills in a workplace context conforms to the rationalist understanding of knowledge. Against this, the practice of professional bodies is to require assessment of knowledge and understanding in their own right, and to complement this assessment with evidence of sound professional practice . Moreover, a growing number of companies have adopted broadly based HRD strategies to enhance personal development in the "Classical School" mode. Examples include the Ford EDAP scheme, and the Rover Learning Business programme. 4:6Learning Theories: Behaviourism And Transfer Of LearningClosely allied with the rationalist philosophy of learning is the behaviourist approach to training and development. Outcomes are specified in terms of tightly worded "behavioural objectives" , rather than ideas of knowing and understanding, and the task of training is to condition employees into adopting specified behavioural outcomes. This matches well with much HRM practice, which puts into place a set of processes (e.g. the appraisal interview), rewards such as performance bonuses, and sanctions (for example, disciplinary procedures) to condition workplace behaviour. The behavioural theories of learning, which propose how learning can be achieved, may well be successful in off-line, classroom contexts where the process can be controlled in an artificial environment to achieve the desired objectives. Gagn's model of instructional design has been very successfully appl...
