Three alternative views of adult development can serve to distinguish competing schools of thought regarding the research, theory, and practice of human resource development (HRD). These views are as follows: (1) the person-centered view, which aims at self-realization of the individual and is grounded in humanistic psychology and liberalism; (2) the production-centered view, which focuses on organizational goals and is based on behaviorism and libertarianism; and (3) the view that defines development as principled problem solving and is grounded in cognitive psychology, progressivism, and pragmatism. Approaches to HRD based on each view have their own strengths and potential shortcomings. From a practical standpoint, understanding the premises and potential benefits and shortcomings of each approach can enable HRD professionals to make more informed choices. For example, an HRD professional faced with lagging work performance in an organization might approach the issue in the following three different ways, depending on the perspective adopted: (1) proposing to post top performers' names and hold monthly award ceremonies (person-centered approach); (2) proposing switching to a piece rate or pay-for-performance system (performance-centered approach); and (3) proposing an open-book management strategy where employers receive full information about the implications of poor performance (principled problem-solving approach). (Contains 42 references.) (MN)