HUMAN RESOURCE

DEVELOPMENT
Learning Objectives
• Define Human Resource Development
• Relate the major historical events leading up
to the establishment of the HRD as profession
• Distinguish between HRD and human resource
management (HRM)
• Identify and describe each HRD role beliefs
• Identify and describe the HRD manager roles
and competencies
• Identify and describe the HRD main functions
 DEFINITION OF HRD
HRD has numerous definitions. Throughout the course,
we continually reflect on alternative views of HRD to
expose readers to the range of thinking in the profession.

HRD is a process of developing and unleashing

expertise for the purpose of improving individual,
team, work process, and organizational system
performance.

HRD efforts typically take place under the additional

banners of “training and development” and “organization
development” as well as numerous other titles.
Have you ever:
• Trained a new employee to do his/her job (either
formally or informally)
• Taught another person how to use a new
technology, e.g.., how to us PowerPoint
presentation?
• Attended an orientation session for new hires
• Taken part in your office-sponsored training
program, e.g.., gender and development
• Participated in an organizations-wide change
effort like to a more team-oriented structure
 Human Resource Development Definitions over Time
AUTHOR DEFINITION KEY UNDERLYING
COMPONENTS THEORIES
Harbison and Human resource High-level Development
Myers (1964) development is the manpower and its economics
process of increasing full utilization
the knowledge, the
skills, and the capacities
of all the people in the
society.
Nadler (1970) HRD is a series of Behavioral change; Psychology
organized activities adult learning
conducted within
a specified time and
designed to produce
behavioral change.
 AUTHOR DEFINITION KEY UNDERLYING
COMPONENTS THEORIES
Jones (1981) HRD is a systematic Performance, Philosophical;
expansion of people’s organizational, systems;
work-related abilities, and personal goals psychology;
focused on the economics
attainment of both
organization and
personal goals
Chalofsky and Discipline of HRD is the Adult learning Psychology
Lincoln, (1983) study of how individuals
and groups
in organizations change
through learning.
 AUTHOR DEFINITION KEY UNDERLYING
COMPONENTS THEORIES
Swanson (1987) HRD is a process of improving Organizational Economics;
an organization’s performance performance psychology;
through the capabilities of its systems
personnel. HRD includes
activities dealing with work
design, aptitude, expertise
and
motivation.

Smith, R. (1988) HRD consists of programs and Training and Economics;

activities, direct and indirect, development; systems;
instructional and/or individual organizational psychology
that positively affect the performance
development of the individual
and the
productivity and profit of the
organization
 AUTHOR DEFINITION KEY UNDERLYING
COMPONENTS THEORIES
Watkins HRD is the field of study and Learning capacity; Psychology;
(1989) practice responsible for the training and Systems;
fostering of a long-term, work- development; economics;
related learning capacity at the career
individual, group, and development;
organizational level of organizational
organizations. development
As such, it includes—
but is not limited to—training,
career development, and
organizational
development
McLagan HRD is the integrated use of Training and Psychology;
(1989) training and development, career development; Systems;
development and organizational career economics
development to improve development;
individual and organizational organizational
effectiveness development
 AUTHOR DEFINITION KEY UNDERLYING
COMPONENTS THEORIES
Gilley and HRD is organized learning Learning activities; Psychology;
England (1989) activities arranged within performance Systems;
an organization to improve improvement economics;
performance and/or performance
personal growth for the improvement
purpose of improving the
job, the individual,
and/or the organization
Nadler and HRD is organized learning Performance Performance
Nadler (1989) experiences provided by improvement improvement;
employees within a Psychology
specified period of time to
bring about
the possibility of
performance
improvement and/or
personal
 AUTHOR DEFINITION KEY UNDERLYING
COMPONENTS THEORIES
Smith HRD is the process of determining the Performance Psychology;
(1990) optimum methods of developing and improvement Systems;
improving the human resources of an economics;
organization and the systematic performance
improvement of the performance improvement
and productivity of
employees through training,
education and development
and leadership for the mutual
attainment of organizational
and personal goals
Chalofsky HRD is the study and practice of Learning Psychology;
(1992) increasing the learning capacity of capacity; Systems; human
individuals, groups, collectives and Performance performance
organizations through the development improvement
and application of learning-based
interventions for the purpose of
optimizing human and organizational
growth and effectiveness
 AUTHOR DEFINITION KEY UNDERLYING
COMPONENTS THEORIES
Marsick and HRD as a combination of Training and Human
Watkins (1994) training, career development; career performance;
development, and development; organizational
organizational development organizational performance;
offers the theoretical development; systems;
integration needed to learning organization economics;
envision a learning psychology
organization, but it must
also be positioned to act
strategically throughout the
organization
Swanson (1995) HRD is a process of Training and Systems;
developing and unleashing development; economics;
human expertise organizational psychology
through organization development;
development and personnel performance
training and development improvement at the
for the purpose of organization, work
improving performance process, and
individual levels
 AUTHOR DEFINITION KEY UNDERLYING
COMPONENTS THEORIES
McLean and HRD is any process or activity Development
McLean (2001) that, either initially or over the economics;
long term, has the potential to psychology
develop adults’ work-based
knowledge, expertise,
productivity,
and satisfaction, whether
for personal or group/team
gain,
or for the benefit of an
organization,
community, nation, or,
ultimately, the whole of
humanity
 AUTHOR DEFINITION KEY UNDERLYING
COMPONENTS THEORIES
Swanson (2009) HRD is a process of developing Developing Systems;
and unleashing expertise for expertise; economics;
the purpose of improving unleashing psychology
organizational system, work expertise;
process, team, and individual performance
performance. improvement
HRD efforts in organizations
often take place under the
additional banners of training
and development, organization
development, performance
improvement, organizational
learning, career management,
leadership development, etc.

(adapted from Weinberger, 1998)

 HRM Vs HRD
http://keydifferences.com/difference-between-hrm-and-hrd.html#ixzz4JlZehU9O

Basis for Comparison HRM HRD

Meaning Human Resource Human Resource
Management refers to Development means a
the application of continuous development
principles of function that intends to
management to manage improve the
the people working in performance of people
the organization. working in the
organization.
What is it? Management function. Subset of Human
Resource Management.
Function Reactive Proactive
 Basis for Comparison HRM HRD

To develop the skills,

To improve the
knowledge and
Objective performance of the
competency of
employees.
employees.
Process Routine Ongoing

Dependency Independent It is a subsystem.

Development of the
Concerned with People only
entire organization.
Conclusion:
HRM differs with HRD in a sense that HRM is associated
with management of human resources while HRD is
related to the development of employees. Human
Resource Management is a bigger concept than Human
Resource Development. The former encompasses a
range of organizational activities like planning, staffing,
developing, monitoring, maintaining, managing
relationship and evaluating whereas the latter covers in
itself the development part i.e. training, learning,
career development, talent management, performance
appraisal, employee engagement and empowerment.
http://keydifferences.com/difference-between-hrm-and-hrd.html#ixzz4JlZehU9O