Human Resource Development (HRD) is a series of organised activities, conducted within a specialised time and designed to produce positive behavioural changes.
This is the definition according to Dr. Leonard Nadler, who first introduced the concept in the United States in 1969. Dr. Nadler was a pioneer in the field of HRD, and one of its premier thought leaders.
Simply put, HRD is the training and development provided by an organisation to increase the employees’ knowledge, skills, education and abilities.
Specifically, BusinessDictionary defines HRD as ‘the part of human resource management that specifically deals with training and development of the employees. Human resource development includes training an individual after he/she is first hired, providing opportunities to learn new skills, distributing resources that are beneficial for the employee’s tasks, and any other developmental activities.’
Furthermore, HRD includes such opportunities as:
- employee training
- employee career development
- performance management and development
- succession planning
- key employee identification
- tuition assistance
- organisation development
These are paramount factors for organisations who care about their workforce development, and in light of this, we will explore HRD in greater detail in forthcoming articles. Click the S’inscrire below to stay up to date.
I understand that personalised HRD is a great idea in theory – how realistic is it in practice to expect an HR department to achieve this? Also, what differences – if any – are there between human resources learning and development?
Dear Paul, good point! We will speak more about the subject in forthcoming articles.Thanks for your patience!
I’m tasked to develop a HRD Plan for a training institution offering diplomas and degrees. It is one year old. what are some of the critical issues do i need to focus on?