The proposal to apply four paradigms from the social sciences to human resource management as presented in this article has significant consequences with respect to both the theory and practice of that discipline. Primarily, each of the paradigms is based on a different cognitive basis. Thus, a critique of the concept should be conducted from two points of view: that of the same paradigm and of another paradigm. The awareness of this multifariousness leads to a better understanding of seemingly 'unscientific' positions and concepts that operate on the foundations of another paradigm. Consideration of the same problem may be conducted on a basis of other paradigms, which invites the genesis of creative, if somewhat paradoxical, consequences for staff management.