ABSTRACT

This chapter presents an idiographic case study to illustrate the usefulness of the repertory grid technique (RGT) as a method to explore identity and identity change in HRD activities. In particular, two applications of the RGT are illustrated: (1) as a screening tool for candidates to an HRD programme, according to the assessment of their previous identity-related expectations and the identification of cognitive dilemmas, and (2) as a counselling tool to help participants in an HRD programme to reflect on the changes in their system of meanings and identity. The suggested uses of RGT for HRD purposes entail practical and theoretical contributions. With regards to the former, RGT helps HRD professionals to select suited participants and to counsel them. As for the latter, RGT improves theoretical understanding of how identity processes operate in resistance against HRD aims in an unconscious way. Also, some reflections are offered on the implications of using the RGT with regards to what interests are served by HRD and to whom power is allocated when using it. Finally, the advantages and disadvantages of the RGT in comparison to the interview as the main method in organisational research for exploring identity and identity change are discussed.